Pengaruh Organizational Support dan Organizational Culture terhadap Affective Commitment dan Turnover Intention
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Abstract
Untuk menanggulangi dampak dari Covid-19, pemerintah mengeluarkan kebijakan-kebijakan seperti penguncian wilayah. Akibatnya, perusahaan di Indonesia terkena dampak dari kebijakan tersebut sehingga harus mengurangi aktivitasnya. Hal tersebut menyebabkan karyawan dikeluarkan dari perusahaan secara besar-besaran, pengurangan jam kerja karyawan, dan pemotongan gaji karyawan. Isu-isu tersebut menyebabkan karyawan untuk berniat keluar dari perusahaan. Penelitian ini dilakukan untuk mengetahui pengaruh perceived organizational support dan organizational learning culture terhadap turnover intention serta apakah affective commitment dapat memediasi hubungan antara variabel tersebut. Responden dalam penelitian ini adalah 90 karyawan tetap DKI Jakarta yang berpendidikan minimal D3. Metode dalam penelitian ini adalah metode kuantitatif dengan teknik pengambilan sampel yaitu non-probability. Alat analisis data yang digunakan adalah SmartPLS 3. Pengumpulan data dilakukan dengan menyebarkan kuisioner melalui platform Google form. Hasil penelitian ini menunjukkan bahwa perceived organizational support memiliki pengaruh yang negatif dan signifikan terhadap turnover intention. Sedangkan, organizational learning culture tidak memiliki pengaruh yang signifikan terhadap turnover intention. Affective commitment ditemukan tidak dapat menjadi mediasi pengaruh dari variabel independen.
To reduce the impacts of Covid-19, the government issued policies such as regional lockdowns. As a result, companies in Indonesia are affected by this policy and have to reduce their activities. The Companies layoff employees on a large scale, reduce working hours, and cut employee salaries. Due to these reasons, the employee wants to leave or quit the company. This study was conducted to determine the effect of perceived organizational support and organizational learning culture on the turnover intention in Jakarta and whether affective commitment can mediate the relationship between these variables. Respondents in this study were 90 permanent employees of DKI Jakarta with a minimum education of D3. The method in this study is a quantitative method with a non-probability sampling technique. The data analysis tool used is SmartPLS 3. Data collection is done by distributing questionnaires through the google form platform. The results of this study indicate that perceived organizational support has a negative and significant effect on turnover intention. Meanwhile, organizational learning culture does not have a significant effect on turnover intention. The Affective commitment was found to be unable to mediate the influence of the independent variable.
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