PENGARUH REKRUTMEN, KOMPENSASI, KEPUASAN KERJA DAN KOMITMEN ORGANISASI TERHADAP RETENSI DOSEN TETAP PADA PTS LLDIKTI WILAYAH III JAKARTA

BUDI AKHMAD TARIGAN, . (2023) PENGARUH REKRUTMEN, KOMPENSASI, KEPUASAN KERJA DAN KOMITMEN ORGANISASI TERHADAP RETENSI DOSEN TETAP PADA PTS LLDIKTI WILAYAH III JAKARTA. Doktor thesis, UNIVERSITAS NEGERI JAKARTA.

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Abstract

Penelitian kuantitatif ini bertujuan secara empiris untuk mengkaji dan menganalisis pengaruh rekrutmen, kompensasi, kepuasan kerja, dan komitmen organisasi terhadap retensi dosen tetap. Penelitian ini menggunakan metode riset literatur, penyusunan instrumen kuisioner. Sampel penelitian ini sebanyak 300 responden diambil dengan menggunakan metode proposional random sampling dari populasi sebanyak 1197 dosen tetap universitas kluster 4 di LLDIKTI Wilayah III Jakarta. Analisis data menggunakan teknik statistik deskriptif dan analisa jalur Struktur Equation Modelling (SEM) SmartPLS. Hasil penelitian menunjukkan bahwa terdapat pengaruh langsung positif rekrutmen terhadap retensi, terdapat pengaruh langsung positif kepuasan kerja terhadap retensi, terdapat pengaruh langsung positif komitmen organisasi terhadap retensi, terdapat pengaruh langsung positif rekrutmen terhadap komitmen organisasi, terdapat pengaruh langsung positif kompensasi terhadap kepuasan kerja, terdapat pengaruh langsung positif kepuasan kerja terhadap komitmen organisasi, terdapat pengaruh tidak langsung rekrutmen terhadap retensi melalui komitmen organisasi, terdapat pengaruh tidak langsung kepuasan kerja terhadap retensi melalui komitmen organisasi. Pengaruh total tertinggi adalah rekrutmen terhadap retensi dosen yang dimediasi komitmen organisasi. Kebaruan penelitian ini adalah pada bangunan model penelitian dengan membangun model empiris yang mampu mengisi kesenjangan penelitian dan memodifikasi model penelitian yaitu terdapat pengaruh rekrutmen terhadap retensi dosen tetap melalui mediasi komitmen organisasi, kepuasan kerja berpengaruh terhadap retensi dosen dengan mediasi komitmen organisasi, kompensasi berpengaruh positif terhadap retensi melalui kepuasan kerja dan komitmen organisasi, keseluruhan bangunan model kebaruan ini disebut dengan lecturer retention model. This quantitative research aims empirically to examine and analyze the effect of recruitment, compensation, job satisfaction, and organizational commitment on the retention of permanent lecturers. This study uses the method of research literature, preparation of questionnaire instruments. The sample for this study was 300 respondents taken using the proportional random sampling method from a population of 1197 permanent lecturers at cluster 4 universities at LLDIKTI Region III Jakarta. Data analysis used descriptive statistical techniques and SmartPLS structural equation modeling (SEM) path analysis. The results showed that there was a positive direct effect of recruitment on retention, there was a positive direct effect of job satisfaction on retention, there was a positive direct effect of organizational commitment on retention, there was a positive direct effect of recruitment on organizational commitment, there was a positive direct effect of compensation on job satisfaction, there was an influence positive direct effect of job satisfaction on organizational commitment, there is an indirect effect of recruitment on retention through organizational commitment, there is an indirect effect of job satisfaction on retention through organizational commitment. The highest total effect is the recruitment of lecturers' retention which is mediated by organizational commitment. The novelty of this research is in building a research model by building an empirical model capable of filling research gaps and modifying the research model, namely that there is an effect of recruitment on permanent lecturer retention through mediation of organizational commitment, job satisfaction has an effect on lecturer retention by mediating organizational commitment, compensation has a positive effect on retention Through job satisfaction and organizational commitment, the whole building of this novelty model is called the lecturer retention model.

Item Type:	Thesis (Doktor)
Additional Information:	1). Prof. Dr. Hamidah., SE., M.Si ; 2). Prof. Dr. Siti Nurjanah., M.Si
Subjects:	Manajemen > Manajemen Sumber Daya Manusia
Divisions:	PASCASARJANA > S3 Ilmu Manajemen
Depositing User:	Users 16846 not found.
Date Deposited:	22 Feb 2023 01:30
Last Modified:	22 Feb 2023 01:30
URI:	http://repository.unj.ac.id/id/eprint/36855

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