The Effect of job satisfaction, pay satisfaction, and organizational commitment to employees' turnover intention
Siagian, Astar (Adv. Drs. Gugup Kismono, MBA), Drs. Gugup Kismono, MBA
The purpose of this research was to investigate the effect of job satisfaction, pay satisfaction, and organizational commitment to employees' turnover intention .
Job Satisfaction is measured by using Minnesota Satisfaction Questionnaire (MSQ) that was developed by Weiss, Davis England and Loftquist (1967). Pay Satisfaction is going to be measured by 4 items of JSS (job satisfaction scale) that was developed by Michael Spector (1994). Organizational Commitment is measured by 15 original items of Original Commitment Questionnaire which was developed by Mowday, Steers, and Porter (1979). Intentions toward turnover (TI), that is leaving the school, were measured by a 3-item index which sought information about respondent's intention to look for another job (Lum et aI., 1998).
Participants in the research included 70 teaching staffs who worked for the city of Jogja, Yogyakarta Special Province. These teaching staffs were located in six private high school.
To test the hypotheses and results a suitable model, analysis that would be used is Linear Regression Method by using SPSS for its application program. Specifically, the results of this study show several findings that support hypotheses. First, pay satisfaction has a direct, negative impact on turnover intention. Second, pay satisfaction has a direct, positive impact on job satisfaction. Third, job satisfaction has a direct, positive impact on organizational commitment. Fourth, job satisfaction has an indirect effect on turnover intention, this indirect effect is mediated by organizational commitment. Fifth organizational commitment has direct, negative effect on employees' turnover intention.
Kata Kunci : Pay Satisfaction, Job Satisfaction, Organizational Commitment, Turnover Intention
