PENGARUH KEADILAN ORGANISASI DAN KEPRIBADIAN AFEKTIF TERHADAP TINGKAT KEINGINAN TURNOVER KARYAWAN DI PT AISIN INDONESIA
This research was held at PT Aisin Indonesia, Cikarang. The objective of this research was to explore whether there is an influence of organisational justice to turnover intention of the employee. The sampling method was convenience sampling from each department among all permanent employees of PT A...
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Main Authors: | , |
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Format: | Theses and Dissertations NonPeerReviewed |
Published: |
[Yogyakarta] : Universitas Gadjah Mada
2013
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Subjects: | |
Online Access: | https://repository.ugm.ac.id/119182/ http://etd.ugm.ac.id/index.php?mod=penelitian_detail&sub=PenelitianDetail&act=view&typ=html&buku_id=59177 |
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Institution: | Universitas Gadjah Mada |
Summary: | This research was held at PT Aisin Indonesia, Cikarang. The objective of
this research was to explore whether there is an influence of organisational justice
to turnover intention of the employee.
The sampling method was convenience sampling from each department
among all permanent employees of PT Aisin Indonesia, which was our target
population. The datas were analysed using partial correlation analysis and
multiple linear regression. The independent variables were organisational justice
that has three domains which were distributive justice, procedural justice, and
interactional justice, also the positive and negative affection. The dependent
variable was turnover intention.
Partial correlation between distributive justice and turnover intention was
reversal and significant at the confidence interval 95% (sig.= 0.01 and � = -.216).
Partial correlation between procedural justice and turnover intention was reversal
and significant (sig. = 0.000 and � = -.436). Partial correlation between
interactional justice and turnover intention was reversal and insignificant (sig. =
0.666 and � = -.034). Partial correlation between positive affection and turnover
intention was reversal and insignificant (sig. = 0.147 and � = -.112). Partial
correlation between negative affection and turnover intention was in line and
insignificant (sig. = 0.129 dan B = .118). The standardized � coefficient for
procedural justice was the highest among all variables that is 0.436 with highest
significant level (0.000).
Multiple correlation between distributive, procedural, interactional justice
and affection to turnover intention had medium strength correlation and
significant (R = 0.601 dan p = 0.000). Determination coeficient R2 is 0.361 wich
means 36.1% change in turnover intention can be predicted by organizational
justice and affective variables. The rest (63.9%) is determined by other variables
that are not analyzed in this research. |
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