PENGARUH PERSEPSI KEADILAN ORGANISASI TERHADAP INTENTION TO LEAVE DI MEDIASI OLEH KEPUASAN KERJA PADA INDUSTRI PERBANKAN

DIANA FITRIA, . (2021) PENGARUH PERSEPSI KEADILAN ORGANISASI TERHADAP INTENTION TO LEAVE DI MEDIASI OLEH KEPUASAN KERJA PADA INDUSTRI PERBANKAN. Sarjana thesis, UNIVERSITAS NEGERI JAKARTA.

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Abstract

Tujuan dari penelitian ini adalah: 1) Deskripsi dari keadilan organisasi, kepuasan kerja dan intention to leave pada industri perbankan. 2) Pengaruh keadilan organisasi terhadap kepuasan kerja pada industri perbankan. 3) Pengaruh keadilan organisasi terhadap intention to leave pada industri perbankan. 4) Pengaruh mediasi kepuasan kerja terhadap keadilan organisasi dan intention to leave pada industri perbankan. Teknik yang digunakan dalam pengumpulan data yaitu dengan metode penyebaran kuesioner kemudian diolah menggunakan program SmartPLS 3.0. Penelitian ini menggunakan analisis deskriptif dan ex post facto. Hasil yang didapat dari pengujian menunjukkan bahwa terdapat pengaruh yang positif dan signifikan antara keadilan organisasi terhadap kepuasan kerja, lalu pengaruh negatif dan signifikan antara keadilan organisasi terhadap intention to leave, kemudian kepuasan kerja dapat memediasi pengaruh keadilan organisasi terhadap intention to leave dengan nilai t-hitung>1,96 (4,617) dan signifikansi 5%. The purpose of this study are: to know 1) Description of organizational justice, job satisfaction and intention to leave in the banking industry. 2) The effect of organizational justice on job satisfaction in the banking industry. 3) The effect of organizational justice on intention to leave in the banking industry. 4) The mediating effect of job satisfaction on organizational justice and intention to leave in the banking industry. The technique used in data collection is the method of distributing questionnaires and then processed using the SmartPLS 3.0 program. This research uses descriptive analysis and ex post facto. The results obtained from the test show that there is a positive and significant influence between organizational justice on job satisfaction, then a negative and significant influence between organizational justice on intention to leave, and job satisfaction can mediate the effect of organizational justice on intention to leave with the t- statistic > 1.96 (4,617) and 5% significance.

Item Type:	Thesis (Sarjana)
Additional Information:	1) Widya Parimita, SE, M.P.A ; 2) Dra. Sholikhah, M.M.
Subjects:	Manajemen > Manajemen Sumber Daya Manusia
Divisions:	FE > S1 Manajemen
Depositing User:	Users 9256 not found.
Date Deposited:	03 Mar 2021 04:51
Last Modified:	03 Mar 2021 04:51
URI:	http://repository.unj.ac.id/id/eprint/13773

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