PERSON-ORGANIZATION FIT, KEPUASAN KERJA, DAN TURNOVER INTENTION: STUDI EMPIRIS PADA KARYAWAN GENERASI Y INDUSTRI PERBANKAN DI INDONESIA
DOI:
https://doi.org/10.25170/jm.v12i2.811Keywords:
Person-Organization Fit, Job Satisfaction, Turnover IntentionAbstract
The object of this study is to analyze the influence of person-organization fit toward turnover intention and job satisfaction as mediating variable in the Generation Y banking industry employees in Indonesia. The sample used in this study was 62 people who are classified as Generation Y. Results from this study indicate that the variable person-organization fit has a positive and significant impact on job satisfaction. Job satisfaction variables also have a significant negative effect toward turnover intention. In addition this study, shows that the influence of person-organization fit toward turnover intention is mediated by job satisfaction.
References
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Hoffman, B.J & Woehr, D.J. (2006). “Examining The Relationship Between Person- Organization Fit and Behavioral Outcomes: A Quantitative Review.” Journal ofVocational Behavior, 3, 389- 399.
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Kowske, B.J., Rasch, R. & Wiley, J. (2010). “Millenials’s (Lack Of) Attitude Problem: An Empirical Examination of Generational Effects on Work Attitudes.” Journal of Business and Psychology, 25(2), 265-279.
Kreitner, R. & Kinicki, A. (2007). Organizational behavior(7th Ed). New York: McGraw Hill International.
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Loughlin, C. & Barling, J. (2001). “Young Workers’ Work Values, Attitudes, and Behaviors.” Journal of Occupational and Organization Psychology, 74, 543-558.
Lauver, K. J. & Kristof-Brown, A. (2001). “Distinguishing Between Employees’ Perceptions of Person-Job and Person-Organization Fit.” Journal of Vocational Behavior, 59, 454-470.
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Liu B., Jianxin L.& Hu, J. (2010). “Person-Organization Fit, Job Satisfaction and Turnover Intention: An Empirical Study in The Chinese Public Sector.” Social Behavior and Personality, 38 (5), 615-625.
Martin, C. A. (2005). “From High Maintenance to High Productivity.” Industrial and Commercial Training, 37(1), 39–44.
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McCulloch, M. C., & Turban, D. B. (2007). “Using Person-Organization Fit to Select Employees for High-Turnover Jobs.” International Journal of Selection andAssessment, 15, 63-71.
Mobley, W.H. (1997). “The Linkage of Relationship Between Job Satisfaction and Employee Turnover.” Journal of Applied Psychology, 62(2), 237-249.
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Sekaran, U. & Bougie, R. (2009). Research method for business: a skill building approach (fifth ddition). London: Wiley.
Silverthorne, Colin. (2004). “The Impact of Organizational Culture and Person Organization Fit on Organizational Commitment and Job Satisfaction in Taiwan. The Leadership & Organization Development Journal, 25(7), 592-599.
Tepeci, M. & Bartlett, A.L.B. (2002). “The Hospitality Industry Culture Profile: A Measure of Individual Values, Organizational Culture, and Person-Organization Fit As Predictors of Job Satisfaction and Behavioral Intention.” Hospitality Management, 21(1), 151-170.
Vancouver, J. B.& Schmitt, N. W. 1991. “An Exploratory Examination of Person Organization Fit: Organizational Goal Congruence.” Personnel Psychology, 44,333-352.
Verquer, M. L., Beehr, T. A. & Wagner, S. H. (2003). “A Meta-Analysis of Relations Between Person–Organization Fit and Work Attitudes.” Journal of Vocational Behavior, 63(3), 473-489.
Wayne, S.J., Shore, L. M. & Liden, R.C. (1997). “Perceived Organizational Support and Leader- Member Exchange: A Social Exchange Perspective.” Academy of Management Journal. Vol 40(1), 82-111.
Wheeler, A. R., Coleman-Gallagher, V., Brouer, R. L.& Sablynski, C. J. (2007). “When Person- Organization (Mis)Fit and (Dis)Satisfaction Lead to Turnover: The Moderating Role of Perceived Job Mobility.” Journal of Managerial Psychology, 22(2), 203-219.
Widyastuti, R. S. & Armanto, B. (2013). “Kompetisi Industri Perbankan Indonesia.” Buletin Ekonomi Moneter dan Perbankan, 5(1), 417-436.
Yucel, I. (2012). “Examining The Relationship Among Job Satisfaction, Organizational Commitment, and Turnover Intention: An Empirical Study.” International Journal of Business and Management, 7(20), 44-58.
Abraham, R. (1999). “The Relationship Between Differential Nequity, Job Satisfaction, Intention to Turnover, and Self-Esteem.” Journal of Psychology, 133(2). 205-215.
Bothma, C.F. & Roodt, G. (2013). “The Validation of Turnover Intention Scale.” SA Journal of Human Resource Management, 11(1), 1-12.
Cable, D. & Judge, T. A. (1994). “Pay Preferences and Job Search Decisions: A Person Organization Fit Perspective.” Personnel Psychology, 47, 317-348.
Chandra, G. (2014). “Tower Watsons Global Worforce Study: Organisations Face A Huge Retention Risks With Nearly Two-Thirds of The Indonesian Workforce Not Highly Engaged.” Akses online pada 27 Agustus 2015: http://www.towerswatson.com/en- ID/Press/2012/09/organisations-face-a-huge-retention-risk-with-nearly-two-thirds-of-the-indonesian- workforce.
Glass, A. (2007). “Understanding Generational Differences for Competitivesuccess.” Industrial and Commercial Training, 38(2), 98–103.
Hair, J. F., Black, W. C., Babin, B. J.& Anderson, R. E. (2010). Multivariate data analysis: a global perspective (7th ed). New Jersey: Pearson.
Hay Group Indonesia. (2014). Retention study in India press release. Akses online pada 27Agustus2015:http://www.haygroup.com/downloads/in/Retention%20study%20India%2 0press%20release%20Final.pdf
Hoffman, B.J & Woehr, D.J. (2006). “Examining The Relationship Between Person- Organization Fit and Behavioral Outcomes: A Quantitative Review.” Journal ofVocational Behavior, 3, 389- 399.
Horner, S.O. & Hollingsworth, A.T. (1978). “An Evaluation of Precursors of Hospital Employee Turnover.” Journal of Applied Psychology, 63(4), 408-419.
Kowske, B.J., Rasch, R. & Wiley, J. (2010). “Millenials’s (Lack Of) Attitude Problem: An Empirical Examination of Generational Effects on Work Attitudes.” Journal of Business and Psychology, 25(2), 265-279.
Kreitner, R. & Kinicki, A. (2007). Organizational behavior(7th Ed). New York: McGraw Hill International.
Kristof-Brown, A. L., Zimmerman, R. D. & Johnson, E. C. (2005). “Consequences of Individuals' Fit at Work: A Meta-Analysis of Person-Job, Person-Organization, Person-Group and Person-Supervisor Fit.” Personnel Psychology, 58(2), 281-342.
Kristof, A. L. (1996). “Person-Organization Fit: An Integrative Review of Its Conceptualizations, Measurement, and Implications.” Personnel Psychology 49, 1-49.
Loughlin, C. & Barling, J. (2001). “Young Workers’ Work Values, Attitudes, and Behaviors.” Journal of Occupational and Organization Psychology, 74, 543-558.
Lauver, K. J. & Kristof-Brown, A. (2001). “Distinguishing Between Employees’ Perceptions of Person-Job and Person-Organization Fit.” Journal of Vocational Behavior, 59, 454-470.
Lee, T.W.&Mowday R.T. (1987). “Voluntarily Leaving An Organization: An Empirical Investigation of Steers And Mowday’s Model of Turnover.” Academy of Management Journal, 30(4), 721-743.
Liu B., Jianxin L.& Hu, J. (2010). “Person-Organization Fit, Job Satisfaction and Turnover Intention: An Empirical Study in The Chinese Public Sector.” Social Behavior and Personality, 38 (5), 615-625.
Martin, C. A. (2005). “From High Maintenance to High Productivity.” Industrial and Commercial Training, 37(1), 39–44.
Markplus Institute. (2014). “Mampukah gen-x memimpin karyawan gen-y?” Akses online pada 15 July 2015: http://www.markplusinstitute.com/who_we_are/detail_article/14.
McGuire, D., Todnem By, R. & Hutchings, K. (2007). “Towards A Model of Human Resource Solutions for Achieving Intergenerational Interaction in Organisations.” Journal of European Industrial Training, 31(8), 592–608.
McCulloch, M. C., & Turban, D. B. (2007). “Using Person-Organization Fit to Select Employees for High-Turnover Jobs.” International Journal of Selection andAssessment, 15, 63-71.
Mobley, W.H. (1997). “The Linkage of Relationship Between Job Satisfaction and Employee Turnover.” Journal of Applied Psychology, 62(2), 237-249.
Qian, X., Shi, Y. & Zhou, H. (2015). “Chinese New Generation Employees’ Turnover Intentions: Effects of Person-Organization Fit, Core Self-Evaluations and Perceived Opportunites.” Proceedings of the Ninth International Confrence on Management Science and Engineering Management, 1077-1084.
Sekaran, U. & Bougie, R. (2009). Research method for business: a skill building approach (fifth ddition). London: Wiley.
Silverthorne, Colin. (2004). “The Impact of Organizational Culture and Person Organization Fit on Organizational Commitment and Job Satisfaction in Taiwan. The Leadership & Organization Development Journal, 25(7), 592-599.
Tepeci, M. & Bartlett, A.L.B. (2002). “The Hospitality Industry Culture Profile: A Measure of Individual Values, Organizational Culture, and Person-Organization Fit As Predictors of Job Satisfaction and Behavioral Intention.” Hospitality Management, 21(1), 151-170.
Vancouver, J. B.& Schmitt, N. W. 1991. “An Exploratory Examination of Person Organization Fit: Organizational Goal Congruence.” Personnel Psychology, 44,333-352.
Verquer, M. L., Beehr, T. A. & Wagner, S. H. (2003). “A Meta-Analysis of Relations Between Person–Organization Fit and Work Attitudes.” Journal of Vocational Behavior, 63(3), 473-489.
Wayne, S.J., Shore, L. M. & Liden, R.C. (1997). “Perceived Organizational Support and Leader- Member Exchange: A Social Exchange Perspective.” Academy of Management Journal. Vol 40(1), 82-111.
Wheeler, A. R., Coleman-Gallagher, V., Brouer, R. L.& Sablynski, C. J. (2007). “When Person- Organization (Mis)Fit and (Dis)Satisfaction Lead to Turnover: The Moderating Role of Perceived Job Mobility.” Journal of Managerial Psychology, 22(2), 203-219.
Widyastuti, R. S. & Armanto, B. (2013). “Kompetisi Industri Perbankan Indonesia.” Buletin Ekonomi Moneter dan Perbankan, 5(1), 417-436.
Yucel, I. (2012). “Examining The Relationship Among Job Satisfaction, Organizational Commitment, and Turnover Intention: An Empirical Study.” International Journal of Business and Management, 7(20), 44-58.
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