Pengaruh Kepuasan Gaji, Konflik Peran, Ambiguitas Peran, Kepuasan Kerja, Dan Komitmen Organisasional Terhadap Turnover intention
SUNJOYO (pembimbing: Harsono, Dr., M.Sc.), Harsono, Dr., M.Sc.
Penelitian ini bertujuan untuk menguji apakah kepuasan gajr, konflik peran, ambiguitas peran, kepuasan kerja, dan komitmen organisasional (afektif, continuance, dan norrnatif) mempengaruhi turnover intention. Model diuji dengan menggunakan two-step approach to structuraL equation modeling. Pengujian hipotesis dilakukan dengan path analysis. Hasil penelitian menunjukkan bahwa komitmen afektif, kepuasan kerja, kepuasan gaji, dan ambiguitas peran secara signifikan mempengaruhi turnover intention, sedangkan komitmen continuance, komitmen normatif, dan konflik peran tidak signifikan mempengaruhi turnover intention. Seratus lima belas auditor kantor akuntan publik yang masuk kategori "the big five " menjadi responden penelitian ini.
ABSTRACT
This study examined whether pay satisfaction, role conflict, role ambiguity, job satis- faction, and organizational commitment (affective, continuance, and normative) will affect turnover intention. The two-step approach to structural equation modeling was used to test the proposed measurement model. The hypotheses were tested with path analysis. The results of the study suggest that affective commitment, job satisfaction, pay satisfaction, and role ambiguity affect turnover intention, where as continuancecommitment, nonnative commitment, and role conflict do not affect turnover inten- tion. One hundred and fifteen auditors from "the big five" public accountant firms were the respondents in this research.
Kata Kunci : ; kornitmen organisasional; kepuasan gaji dan kerja, turnover intention; organizational commitment; pay and job satisfaction; role stressor; the two-step approach to structural equation modeling.
