The Influence of Organizational Commitment, Compensation, Satisfaction on Turnover Intention Through Work Stress as an Intervening Variable
Pengaruh Komitmen Organisasional, Kompensasi, Kepuasan Terhadap Turnover Intention Melalui Strs Kerja Sebagai Variabel Intervening
DOI:
https://doi.org/10.21070/ups.6075Keywords:
Organizational Commitment, Compensation, Satisfaction, Job Stress, Turnover IntentionAbstract
Turnover Intention In general, employees who leave the company are usually caused by two things [11], namely: being dismissed, meaning that the employee is dismissed from the company due to various reasons, for example having reached retirement age, or experiencing a disability while working, so that he is no longer able to work. [12] stated that Many factors influence turnover intentions, including job stress and organizational commitment.. This research is based on research based on gap research [13] because there is a gap in linking organizational commitment with employee turnover. This gap was developed in this research by linking commitment with turnover intention. who said that one factor affecting turnover is organizational commitment, where organizational commitment itself can help predict important variables in a company/organization.. Then there are differences in sampling techniques in research [14], because the aim of this research is to generalize the entire population, a sampling technique was developed that does not use a survey, but uses a total sampling technique. So this gap is the basis for this research as gap research.
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