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首页> 外文期刊>European Journal of Business and Management >Effect of Job Satisfaction and Organizational Commitment towards Employees Turnover Intention in Pasar Tohaga Bogor Company
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Effect of Job Satisfaction and Organizational Commitment towards Employees Turnover Intention in Pasar Tohaga Bogor Company

机译：工作满意度和组织承诺对Pasar Tohaga Bogor公司员工离职意愿的影响

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摘要

Satisfaction is one factor that triggers intention for employee(s) to leave a job. Job satisfaction may predispose a person to leave the organization. The evaluation of various alternatives of jobs will eventually consequence turnover because individuals intending to go out from organization would have expected more satisfactory job elsewhere. The emergence of turnover intention are based on employees working dissatisfaction in the concerned company. Other factors that may trigger the intention of employee(s) to leave a job is the organizational commitment. Organizational commitment is a form of individual behavior showing the willingness of employee(s) to fully contribute in the process of achieving organizational goals. This shows that organizational commitment need to be established in order to improve the affection between the individual and the organization. Method used is the analysis of Structural Equation Modeling (SEM) with the amount of permanent employee population data of 107 people. The results showed that the effect of job satisfaction on organizational commitment brings significant and positive results. Job satisfaction on turnover intention showed significant and negative results. Organizational commitment towards turnover intention also showed a significant and negative results.
机译：满意度是触发员工离职意向的因素之一。工作满意度可能会使一个人离开组织。对各种替代工作的评估最终将导致离职，因为打算离开组织的个人会期望在其他地方获得更满意的工作。离职意向的出现是基于员工对相关公司工作的不满。其他可能触发员工离职意图的因素是组织承诺。组织承诺是个人行为的一种形式，表明员工愿意在实现组织目标的过程中全力以赴。这表明需要建立组织承诺，以改善个人与组织之间的关系。使用的方法是对结构方程模型（SEM）进行分析，其中永久雇员人数为107人。结果表明，工作满意度对组织承诺的影响带来了显着而积极的结果。对离职意向的工作满意度显示出显着和负面的结果。组织对离职意向的承诺也显示出重大和负面的结果。

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