Correlation between New Employees’ Organizational Commitment and Turnover Intention in Indonesia
Keywords:
Organizational Commitment; Turnover Intention; Human Resource Management
Abstract
Turnover is avoided as much as companies can because the cost to employer of turnover are high, includes turnover in new employees. This research’s purpose is to measure whether there is a relation between organizational commitment and turnover intention on Indonesia’s new employees. The result showed that a significant relationship between organizational commitment and turnover intention, r = -0.553, n = 131, p < .01, two tails.
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References
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[34] Tews, M. J., Michel, J. W., & Ellingson, J. E. (2013). The impact of coworker support on employee turnover in the hospitality industry. Group & Organization Management, 38(5), 630-653.
[35] Tnay, E., Othman, A. E. A., Siong, H. C., Lim, S. L. O. (2013). The influences of job satisfaction and organizational commitment on turnover intention. Procedia – Social and Behavioral Sciences, 97, 201-208.
[36] Wasti, S. A. (2003). Organizational commitment, turnover intentions and the influence of cultural values. Journal of Occupational and Organizational Psychology, 76, 303-321.
[37] Widodo, R. (2010). Analisis Pengaruh Keamanan Kerja Dan Komitmen Organisasional Terhadap Turnover Intention Serta Dampaknya Pada Kinerja Karyawan Outsourcing (Studi Pada PT. PLN Persero APJ Yogyakarta) (Doctoral dissertation, Universitas Diponegoro).
[38] Yousef, D. A. (2000). Organizational commitment: A mediator of the relationships of leadership behavior with job satisfaction and performance in a non-western country. Journal of Managerial Psychology, 15(1), 6-24.
[39] Zhao, X., Sun, T., Cao, Q., Li, C., Duan, X., Fan, L., & Liu, Y. (2013). The impact of quality of work life on job
embeddedness and affective commitment and their co‐effect on turnover intention of nurses. Journal of clinical
nursing, 22(5-6), 780-788.
America: Wadsworth Cengage Learning.
[2] Adkins, B., & Caldwell, D. (2004). Firm or subgroup culture: where does fitting in matter most?. Journal of
Organizational Behavior, 25(8), 969-978.
[3] Allen, N. J. & Meyer, J. P. (1990). The measurement and antecedents of affective, continuance and normative
commitment to the organization. Journal of Occupational Psychology, 63, 1-18.
[4] Andini, R. (2006). Analisis Pengaruh Kepuasan Gaji, Kepuasan Kerja, Komitmen Organisasional Terhadap
Turnover Intention (Studi Kasus Pada Rumah Sakit Roemani Muhammadiyah Semarang) (Doctoral dissertation,
Program Pasca Sarjana Universitas Diponegoro).
[5] Aydogdu, S., & Asikgil, B. (2011). An empirical study of the relationship among job satisfaction, organizational
commitment and turnover intention. International review of management and marketing, 1(3), 43.
[6] Beecroft, P. C., Dorey, F., & Wenten, M. (2008). Turnover intention in new graduate nurses: a multivariate analysis. Journal of advanced nursing, 62(1), 41-52.
[7] Chan, E. Y., & Morrison, P. (2000). Factors influencing the retention and turnover intentions of registered nurses in a Singapore hospital. Nursing & Health Sciences, 2(2), 113-121.
[8] Cheng, B. S., Jiang, D. Y., & Riley, J.H. (2003). Organizational commitment, supervisory commitment, and
employee outcomes in the Chinese context: Proximal hypothesis or global hypothesis? Journal of Organizational
Behavior, 24, 313-334.
[9] De Moura, G. R., Abrams, D., Retter, C., Gunnarsdottir, S., & Ando, K. (2009). Identification as an organizational
anchor: How identification and job satisfaction combine to predict turnover intention. European Journal of Social
Psychology, 39(4), 540-557.
[10] Gerhart, B. (1989). Voluntary turnover and alternative job opportunities (CAHRS Working Paper #89-03). Ithaca, NY: Cornell University, School of Industrial and Labor Relations, Center for Advanced Human Resource Studies.
[11] Gravetter, F. J., & Wallnau, L. B. (2010). Essentials of Statistics for the Behavioral Sciences, Wadsworth. Cengage Learning.
[12] Hackett, R.D. (1989). Work attitudes and employee absenteeism: A synthesis of the literature. Journal of
Occupational Psychology, 62, 235-248.
[13] Handaru, A. W., & Muna, N. (2017). Pengaruh kepuasan gaji dan komitmen organisasi terhadap intensi turnover pada divisi PT Jamsostek. JRMSI-Jurnal Riset Manajemen Sains Indonesia, 3(1), 1-19.
[14] Hay, M. (2001). Strategies for survival in the war of talent. Career Development International, 7(1), 52-55.
[15] Hayes, T. M. (2015). Demographic characteristics predicting employee turnover intentions (Doctoral dissertation, Walden University).
[16] Hofstede, G. (1991). Cultures and organizations: Software of the mind. London: McGraw-Hill.
[17] Hofstede, G., & Hofstede, G. J., & Minkov, M. (2010). Cultures and Organizations: Software of the mind. Revised and Expanded 3rd Edition. New York: McGraw-Hill USA.
[18] Judge, T. A., Thoresen, C. J., Bono, J. E., & Patton, G. K. (2001). The job satisfaction – job performance
relationship: A qualitative and quantitative review. Psychological Bulletin, 27 (3), 376-407.
[19] Koslowsky, M., Sagie, A., Krausz, M., & Singer, A. D. (1997). Correlates of employee lateness: Some theoretical
considerations. Journal of Applied Psychology, 82 (1), 79-88.
[20] Lambert, E. G., Cluse-Tolar, T., Pasupuleti, S., Prior, M., & Allen, R. I. (2012). A test of a turnover intent model.
Administration in Social Work, 36(1), 67-84.
[21] LePine, J. A., Erez, A., & Johnson, D. E. (2002). Nature and dimensionality of organizational citizenship: A critical review and meta-analysis. Journal of Applied Psychology, 87(1), 52-65.
[22] Medina, E. (2012). Job satisfaction and employee turnover intention: What does organizational culture have to do with it. Columbia University Academic Commons.
[23] Meyer, J. P. & Allen, N. J. (1984). Testing the “Side-bet theory” of organizational commitment: some
methodological considerations. Journal of Applied Psychology, 69 (3), 372-378.
[24] Meyer, J. P., & Allen, N. J. (1988). Links between work experiences and organizational commitment during the first year of employment: A longitudinal analysis. Journal of Occupational and Organizational Psychology, 61(3), 195-209.
[25] Meyer, J. P. & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1 (1), 61-89.
[26] Meyer, J. P., Stanley, D. J., Herscovitch, L., & Topolnytsky, L. (2002). Affective, continuance, and normative
commitment to the organization: A meta-analysis of antecedents, correlates, and consequences. Journal of vocational behavior, 61(1), 20-52.
[27] Mobley, W. H., Griffeth, R. W., Hand, H. H., & Meglino, B. M. (1979). Review and conceptual analysis of the
employee turnover process. Psychological bulletin, 86(3), 493.
[28] Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2007). Fundamentals of human resource management. Boston, MA: McGraw-Hill/Irwin.
[29] Porter, L. W., Steers, R. M., Mowday, R. T., & Boulian, P. V. (1974). Organizational commitment, job satisfaction, and turnover among psychiatric technicians. Journal of Applied Psychology, 59 (5), 603-609.
[30] Riggio, R. E. (2012). Introduction to Industrial/Organizational Psychology. 6th Ed. New Jersey: Pearson.
[31] Sidharta, N., & Margaretha, M. (2015). Dampak komitmen organisasi dan kepuasan kerja terhadap turnover
intention: studi empiris pada karyawan bagian operator di salah satu perusahaan garment di Cimahi. Jurnal
Manajemen Maranatha, 10(2).
[32] Sutanto, E. M., & Gunawan, C. (2013). Kepuasan kerja, komitmen organisasional dan turnover intentions. Jurnal mitra ekonomi dan manajemen bisnis, 4(1), 76-88.
[33] Tett, R. P., & Meyer, J. P. (1993). Job satisfaction, organizational commitment, turnover intention, and turnover: Path analyses based on meta-analytic findings. Personnel Psychology, 46, 259 – 293.
[34] Tews, M. J., Michel, J. W., & Ellingson, J. E. (2013). The impact of coworker support on employee turnover in the hospitality industry. Group & Organization Management, 38(5), 630-653.
[35] Tnay, E., Othman, A. E. A., Siong, H. C., Lim, S. L. O. (2013). The influences of job satisfaction and organizational commitment on turnover intention. Procedia – Social and Behavioral Sciences, 97, 201-208.
[36] Wasti, S. A. (2003). Organizational commitment, turnover intentions and the influence of cultural values. Journal of Occupational and Organizational Psychology, 76, 303-321.
[37] Widodo, R. (2010). Analisis Pengaruh Keamanan Kerja Dan Komitmen Organisasional Terhadap Turnover Intention Serta Dampaknya Pada Kinerja Karyawan Outsourcing (Studi Pada PT. PLN Persero APJ Yogyakarta) (Doctoral dissertation, Universitas Diponegoro).
[38] Yousef, D. A. (2000). Organizational commitment: A mediator of the relationships of leadership behavior with job satisfaction and performance in a non-western country. Journal of Managerial Psychology, 15(1), 6-24.
[39] Zhao, X., Sun, T., Cao, Q., Li, C., Duan, X., Fan, L., & Liu, Y. (2013). The impact of quality of work life on job
embeddedness and affective commitment and their co‐effect on turnover intention of nurses. Journal of clinical
nursing, 22(5-6), 780-788.
Published
2017-11-09
How to Cite
Angundjaja, R., & Yan, Q. (2017). Correlation between New Employees’ Organizational Commitment and Turnover Intention in Indonesia. Journal of Research in Business, Economics and Management, 9(4), 1725-1731. Retrieved from http://scitecresearch.com/journals/index.php/jrbem/article/view/1323
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