Effects Of Work Skilled, Organizational Commitment And Stress For Intention To Leave At PT. Rajawali Nusindo Medan
Introduction
In today's competitive job market, employee retention has become a crucial aspect for organizations to achieve success and growth. One of the key factors that influence employee intention to leave is job satisfaction, organizational commitment, and work stress. This study aims to investigate the effects of these factors on intention to leave at PT. Rajawali Nusindo Medan, a leading company in Medan, Indonesia.
Background
PT. Rajawali Nusindo Medan is a prominent company in the region, employing a large number of employees. However, like many other organizations, it faces the challenge of employee turnover, which can have significant consequences on the company's performance and productivity. Understanding the factors that influence employee intention to leave is essential for the management of PT. Rajawali Nusindo Medan to design effective strategies to retain employees and improve overall performance.
Methodology
This study employed a causal and quantitative associative approach, involving 92 respondents chosen through the saturated sampling method. Data was collected through questionnaires and interviews, and data analysis was carried out using multiple linear regression analysis. The study aimed to examine the relationships between job satisfaction, organizational commitment, work stress, and intention to leave.
Results
The results of the study showed that job satisfaction had a negative and significant effect on intention to leave, with a T value of -2,162 and a significance of 0.033. This indicates that employees who are satisfied with their job are less likely to leave the company. Furthermore, organizational commitment also had a negative and significant effect on intention to leave, with a T value of -2.333 and a significance of 0.022. This suggests that employees who are committed to the organization are more likely to continue working.
Conversely, work stress had a positive and significant influence on intention to leave, with a T value of 2.241 and a significance of 0.021. This means that employees who experience high stress are more likely to leave their job. The analysis of the coefficient of determination (R²) showed that the three variables could explain 23.4% of the variance of intention to leave, while 76.6% were influenced by other factors not examined in this study.
Discussion
The findings of this study provide important insights for the management of PT. Rajawali Nusindo Medan to pay attention to job satisfaction and employee organizational commitment. Implementation of strategies that can increase job satisfaction and organizational commitment can contribute to reducing employee turnover levels. On the other hand, work stress management must also be a concern, because high stress can encourage employees to look for job opportunities elsewhere.
The study also highlights the importance of conducting further research to identify other variables that affect employee intention to leave the company. Understanding the complex factors that influence employee retention is essential for organizations to design effective strategies to retain employees and improve overall performance.
Conclusion
In conclusion, this study provides valuable insights into the effects of job satisfaction, organizational commitment, and work stress on intention to leave at PT. Rajawali Nusindo Medan. The findings suggest that job satisfaction and organizational commitment are crucial factors that influence employee intention to leave, while work stress has a positive and significant influence on intention to leave. The study highlights the importance of implementing strategies to increase job satisfaction and organizational commitment, while also managing work stress to reduce employee turnover levels.
Recommendations
Based on the findings of this study, the following recommendations are made:
- Implement strategies to increase job satisfaction: The management of PT. Rajawali Nusindo Medan should implement strategies to increase job satisfaction among employees, such as providing opportunities for career growth and development, recognizing and rewarding employees, and improving working conditions.
- Enhance organizational commitment: The management of PT. Rajawali Nusindo Medan should enhance organizational commitment among employees by providing a clear vision and mission, promoting a sense of belonging, and encouraging employee participation in decision-making.
- Manage work stress: The management of PT. Rajawali Nusindo Medan should manage work stress among employees by providing a healthy work environment, promoting work-life balance, and providing support for employees who experience high stress.
- Conduct further research: The management of PT. Rajawali Nusindo Medan should conduct further research to identify other variables that affect employee intention to leave the company, and to develop effective strategies to retain employees and improve overall performance.
Limitations
This study has several limitations that should be noted. Firstly, the study was conducted in a single company, PT. Rajawali Nusindo Medan, and the findings may not be generalizable to other companies. Secondly, the study only examined the effects of job satisfaction, organizational commitment, and work stress on intention to leave, and did not examine other factors that may influence employee retention. Finally, the study was based on a quantitative approach, and did not provide in-depth qualitative insights into the experiences of employees.
Future Research Directions
This study provides several future research directions. Firstly, further research should be conducted to identify other variables that affect employee intention to leave the company. Secondly, research should be conducted to develop effective strategies to retain employees and improve overall performance. Finally, research should be conducted to examine the experiences of employees in different companies and industries, to provide a more comprehensive understanding of employee retention.
References
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Appendix
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Table of Contents
- Introduction
- Background
- Methodology
- Results
- Discussion
- Conclusion
- Recommendations
- Limitations
- Future Research Directions
- References
- Appendix
Frequently Asked Questions (FAQs) about the Effects of Work Skills, Organizational Commitment, and Stress on Intention to Leave at PT. Rajawali Nusindo Medan ===========================================================
Q: What is the main objective of this study?
A: The main objective of this study is to investigate the effects of job satisfaction, organizational commitment, and work stress on intention to leave at PT. Rajawali Nusindo Medan.
Q: What is the significance of this study?
A: This study is significant because it provides valuable insights into the factors that influence employee intention to leave, which can help organizations like PT. Rajawali Nusindo Medan to design effective strategies to retain employees and improve overall performance.
Q: What is the methodology used in this study?
A: This study employed a causal and quantitative associative approach, involving 92 respondents chosen through the saturated sampling method. Data was collected through questionnaires and interviews, and data analysis was carried out using multiple linear regression analysis.
Q: What are the key findings of this study?
A: The key findings of this study are that job satisfaction and organizational commitment have a negative and significant effect on intention to leave, while work stress has a positive and significant influence on intention to leave.
Q: What are the implications of this study for PT. Rajawali Nusindo Medan?
A: The implications of this study for PT. Rajawali Nusindo Medan are that the management should pay attention to job satisfaction and employee organizational commitment, and implement strategies to increase job satisfaction and organizational commitment. Additionally, work stress management should also be a concern, as high stress can encourage employees to look for job opportunities elsewhere.
Q: What are the limitations of this study?
A: The limitations of this study are that it was conducted in a single company, PT. Rajawali Nusindo Medan, and the findings may not be generalizable to other companies. Additionally, the study only examined the effects of job satisfaction, organizational commitment, and work stress on intention to leave, and did not examine other factors that may influence employee retention.
Q: What are the future research directions based on this study?
A: The future research directions based on this study are to identify other variables that affect employee intention to leave the company, to develop effective strategies to retain employees and improve overall performance, and to examine the experiences of employees in different companies and industries.
Q: What are the recommendations for PT. Rajawali Nusindo Medan based on this study?
A: The recommendations for PT. Rajawali Nusindo Medan based on this study are to implement strategies to increase job satisfaction, enhance organizational commitment, manage work stress, and conduct further research to identify other variables that affect employee intention to leave the company.
Q: What are the benefits of this study for PT. Rajawali Nusindo Medan?
A: The benefits of this study for PT. Rajawali Nusindo Medan are that it provides valuable insights into the factors that influence employee intention to leave, which can help the company to design effective strategies to retain employees and improve overall performance. Additionally, the study highlights the importance of implementing strategies to increase job satisfaction and organizational commitment, and managing work stress to reduce employee turnover levels.
Q: What are the potential applications of this study?
A: The potential applications of this study are in the field of human resource management, where it can be used to design effective strategies to retain employees and improve overall performance. Additionally, the study can be used in other fields such as organizational behavior, industrial psychology, and management science.
Q: What are the potential limitations of applying this study?
A: The potential limitations of applying this study are that it was conducted in a single company, PT. Rajawali Nusindo Medan, and the findings may not be generalizable to other companies. Additionally, the study only examined the effects of job satisfaction, organizational commitment, and work stress on intention to leave, and did not examine other factors that may influence employee retention.
Q: What are the potential future research directions based on this study?
A: The potential future research directions based on this study are to identify other variables that affect employee intention to leave the company, to develop effective strategies to retain employees and improve overall performance, and to examine the experiences of employees in different companies and industries.