Pengaruh Dukungan Organisasi dan Dukungan Supervisor terhadap Turnover Intention melalui Mediasi Komitmen Afektif
Keywords:
dukungan organisasi, dukungan supervisor, turnover intention, komitmen afektifAbstract
Ditemukan bahwa ada hubungan yang signifikan antara dukungan organisasi yang dirasakan dan niat turnover Dawley et al. (2010) dengan demikian, karyawan dengan dukungan organisasi yang tinggi memiliki sikap positif yang lebih tinggi terhadap pekerjaan mereka dan akibatnya niat turnover mereka berkurang. Faktor lain yang mempengaruhi turnover intention adalah dukungan supervisor. Selain persepsi organisasi dan dukungan supervisor ada faktor lain yang juga mempengaruhi karyawan untuk turnover intention yaitu komitmen organisasi, tetapi peneliti lebih menfokuskan ke komitmen afektif karena menurut Allen and Meyer (1990) komitmen afektif, terjadi apabila karyawan ingin menjadi bagian dari perusahaan karena adanya ikatan emosional. Dengan kata lain, komitmen afektif yang kuat akan mengidentifikasikan karyawan dengan terlibat aktif dan menikmati keanggotannya dalam perusahaan. Karyawan mengakui adanya kesamaan antara dirinya dan perusahaan, sehingga menunjukkan perhatian dan secara konsekuen membentuk komitmen yang mengesankan (want). Selain itu, karyawan tersebut rela untuk melepaskan nilai-nilai pribadinya dan menyesuaikan dengan perusahaan.
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[4] Kahumuza, Juliet, and Anton F Schlechter. 2008. “Examining the Direct and Some Mediated Relationships between Perceived Support and Intention to Quit.” Management Dynamics 17(3): 2–19. http://search.proquest.com/docview/200189015?accountid=12217%5Cnhttp://link.periodicos.capes.gov.br/sfxlcl41?url_ver=Z39.88-2004&rft_val_fmt=info:ofi/fmt:kev:mtx:journal&genre=article&sid=ProQ:ProQ:abiglob
al&atitle=Examining+the+direct+and+some+mediated+r.[5] Nichols, Helen M., Jennifer E. Swanberg, and Charlotte Lyn Bright. 2016. “How Does Supervisor Support Influence Turnover Intent among Frontline Hospital Workers : The Mediating Role of Affective Commitment.” Health Care Manager 35(3): 266–79.
[6] Mobley, William H. 2011. “Unanswered Turnover.” Management.
[7] Eisenberger, Robert et al. 2002. “Perceived Supervisor Support: Contributions to Perceived Organizational Support and Employee Retention.” Journal of Applied Psychology 87(3): 565–73.
[8] N. Allen, and J. Meyer. 1990. “The Measurement and Antecedents of Affective, Continuance and Normative Commitment to the Organization.” Journal of Occupational Psychology. 63: 1–18.
[9] Meyer, John P., Thomas E. Becker, and Christian Vandenberghe. 2004. “Employee Commitment and Motivation: A Conceptual Analysis and Integrative Model.” Journal of Applied Psychology 89(6): 991–1007.
[10] Rhoades, Linda, Robert Eisenberger, and Stephen Armeli. 2001. “Affective Commitment to the Organization: The Contribution of Perceived Organizational Support.” Journal of Applied Psychology 86(5): 825–36.
[11] Robbins, Stephen P, and Timothy A Judge. 2008. “Perilaku Organisasi Jilid II.” Salemba Empat.
[12] Jayasundera, J M A, J A S K Jayakody, and A K L Jayawardana. 2017. “Perceived
Organizational Support and Turnover Intention of Generation Y Employees: The Role of Leader-Member Exchange.” Sri Lankan Journal of Management 22(1): 1–36. http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=124431512&site=ehost-live.
[13] Perryer, Chris, Catherine Jordan, Ian Firns, and Antonio Travaglione. 2010. “Predicting Turnover Intentions: The Interactive Effects of Organizational Commitment and Perceived Organizational Support.” Management Research Review33(9): 911–23.
[14] Ghosh, Piyali, Geetika Goel, Tanusree Dutta, and Richa Singh. 2019. “Turnover Intention among Liquid Knowledge Workers: A Study of Indian Insurance Professionals.” Journal of Global Operations and Strategic Sourcing 12(2): 288–309.
[15] Chen, Zhen Xiong, Anne S. Tsui, and Jiing Lih Farh. 2002. “Loyalty to Supervisor vs. Organizational Commitment: Relationships to Employee Performance in China.” Journal of Occupational and Organizational Psychology 75(3): 339–56.
[16] Shanock, Linda Rhoades, and Robert Eisenberger. 2006. “When Supervisors Feel Supported: Relationships with Subordinates’ Perceived Supervisor Aupport, Perceived Organizational Support, and Performance.” Journal of Applied Psychology 91(3): 689–95.
[17] Robbins, S. y Judge, T. 2009. “Políticas y Prácticas de Recursos Humanos.” In Comportamiento Organizacional.,.
[18] Yousaf, Amna, Karin Sanders, and Qaisar Abbas. 2015. “Organizational/Occupational Commitment and Organizational/Occupational Turnover Intentions: A Happy Marriage?” Personnel Review 44(4): 470–91.
[18] Addae, Helena M., K. Praveen Parboteeah, and Evyan E. Davis. 2006. “Organizational Commitment and Intentions to Quit: An Examination of the Moderating Effects of Psychological Contract Breach in Trinidad and Tobago.” International Journal of Organizational Analysis 14(3): 225–38.
[19[ Gelderen, Benjamin R., and Leonie W. Bik. 2016. “Affective Organizational Commitment, Work Engagement and Service Performance among Police Officers.” Policing 39(1): 206–21.
[20] Fazio, John, Baiyun Gong, Randi Sims, and Yuliya Yurova. 2017. “The Role of Affective Commitment in the Relationship between Social Support and Turnover Intention.” Management Decision 55(3): 512–25.
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2023-01-04
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Ramlah, S. (2023). Pengaruh Dukungan Organisasi dan Dukungan Supervisor terhadap Turnover Intention melalui Mediasi Komitmen Afektif. Prosiding University Research Colloquium, 164–173. Retrieved from https://repository.urecol.org/index.php/proceeding/article/view/2217
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