PERAN PERSON ORGANIZATIONFIT DAN FAKTOR RETENSI TERHADAP INTENSI TURNOVER PENERBANG TNI AU DENGAN MEDIATOR KOMITMEN ORGANISASI AFEKTIF

ANDRE, Prof. Dr. Thomas Dicky Hastjarjo

2017 | Tesis | S2 Psikologi Profesi

Penelitian ini bertujuan untuk menguji peran person organization fit dan faktor retensi terhadap intensi turnover melalui variabel perantara komitmen organisasi afektif. Penelitian dilakukan melalui kuesioner dengan menggunakan skala Likert 1-5 pada responden perwira penerbang TNI AU di Yogyakarta, Jakarta, Pekanbaru, Pontianak, Bogor, Kalijati, Malang dan Makasardengan masa kerja minimal 4 tahun. Data kuesioner yang dapat dianalisis berjumlah 167 buah.Variabel yang digunakan dalam penelitian ini terdiri atas variabel independen (person organizational fit dan faktor retensi), variabel dependen (intensi turnover) dan variabel pemediasi (komitmen organisasi). Analisis data dilakukan dengan menggunakan metode analisis jalur. Hasil penelitian menunjukkan bahwa person organization fit dan faktor retensi berpengaruh signifikan pada intensi turnover. Selain itu, person organization fitditemukan berpengaruh signifikan terhadap komitmen organisasi afektif; faktor retensi berpengaruh signifikan terhadap komitmen organisasi afektif dan komitmen organisasi afektif berpengaruh signifikan terhadap intensi turnover. Uji mediasi melalui uji sobel tes dan model mediasi sederhana dari Hayes ditemukan pengaruh mediasi yang signifikan dari komitmen organisasi afektif sehingga dapat disimpulkan bahwa komitmen organisasi afektif memiliki peran sebagai variabel perantara yang menghubungkan person organizationfit dan faktor retensi terhadap intensi turnover.

This study was aims ed to examine the role of person-organization fit andretention factors toward turnover intention through intermediary variable of affective organization commitment. The study was conducted through questionnaires by using Likert scale one to five point on the respondents of Air Force aviators in Yogyakarta, Jakarta, Pekanbaru, Pontianak, Bogor, Kalijati, Malang and Makassar with a minimum of 4 years service. Data that could be analysed were from 167 questionnaires. The variables used in this study consisted of independent variables (person-organizational fit and retention factors), dependent variable (turnover intention) and mediator variable (organizational commitment). Path analysis method was used in analyzing the data. The results showed that theperson-organization fit and theretention factors had a significant effect on turnover intention. In addition, the person-organization fit was found to have a significant effect on affective organizational commitment; Retention factors had a significant effect on affective organizational commitment and affective organizational commitment had a significant effect on turnover intention. Sobel test and simple mediation model from Hayes were used to test the mediation effect of affective organizational commitment.Therefore, it could be concluded that affective organizational commitment served as intermediary variable that correlate person-organization fit and retention factors toward turnover intention.

Kata Kunci : Affective organizational commitment, person-organization fit, retention factors turnover intention