PENGARUH KOMITMEN ORGANISASIONAL MEMEDIASI PENGARUH KEPUASAN KERJA TERHADAP TURNOVER INTENTION
DOI:
https://doi.org/10.24843/EJMUNUD.2026.v15.i2.p01Keywords:
job satisfaction; organizational commitment; turnover intentionAbstract
Perusahaan yang berkembang akan menghadapi berbagai macam permasalahan terkait dengan sumber daya manusia. Salah satu permasalahan sumber daya manusia yang berkaitan dengan tenaga kerja di perusahaan yaitu masalah turnover intention karyawan. Penelitian ini bertujuan untuk menganalisis pengaruh kepuasan kerja terhadap turnover intention dengan komitmen organisasional sebagai variabel mediasi pada PT. BPR Sukawati Pancakanti Gianyar. Penelitian ini menggunakan pendekatan kuantitatif asosiatif dengan jumlah populasi sebanyak 148 karyawan dan sampel sebanyak 106 responden yang ditentukan melalui teknik proportional random sampling. Data dikumpulkan melalui kuesioner tertutup dan dianalisis menggunakan teknik analisis jalur (path analysis) dengan bantuan SPSS, serta uji Sobel untuk menguji signifikansi efek mediasi. Hasil penelitian menunjukkan bahwa kepuasan kerja berpengaruh negatif signifikan terhadap turnover intention dan berpengaruh positif signifikan terhadap komitmen organisasional. Komitmen organisasional juga terbukti berpengaruh negatif signifikan terhadap turnover intention serta memediasi secara signifikan pengaruh kepuasan kerja terhadap turnover intention. Hasil penelitian ini secara teoretis diharapkan menjadi bukti empiris mengenai traditional turnover theory, peran komitmen organisasional memediasi kepuasan kerja terhadap turnover intention. Secara praktis, hasil penelitian ini diharapkan dapat memberikan kontribusi bagi manajemen PT. BPR Sukawati Pancakanti Gianyar dalam menyusun kebijakan retensi berbasis kesejahteraan kerja dan loyalitas karyawan.
A growing company inevitably faces various challenges related to human resources. One of the critical issues concerning the workforce is employee turnover intention. This study aims to analyze the effect of job satisfaction on turnover intention, with organizational commitment as a mediating variable at PT BPR Sukawati Pancakanti Gianyar. The study employs an associative quantitative approach, involving a population of 148 employees and a sample of 106 respondents selected through proportional random sampling. Data were collected using a closed-ended questionnaire and analyzed using path analysis supported by SPSS, along with the Sobel test to examine the significance of the mediation effect. The results reveal that job satisfaction has a significant negative effect on turnover intention and a significant positive effect on organizational commitment. Furthermore, organizational commitment has a significant negative effect on turnover intention and significantly mediates the relationship between job satisfaction and turnover intention. Theoretically, this study provides empirical support for the traditional turnover theory by demonstrating the mediating role of organizational commitment in the relationship between job satisfaction and turnover intention. Practically, the findings are expected to contribute to the management of PT BPR Sukawati Pancakanti Gianyar in formulating retention policies based on employee well-being and organizational loyalty.
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