Authors :
Anisah Ulfah Fauziyya; Erry Rimawan; Tubagus Hendri Febriana; Febri Winday
Volume/Issue :
Volume 5 - 2020, Issue 8 - August
Google Scholar :
http://bitly.ws/9nMw
Scribd :
https://bit.ly/2YCs0Pu
DOI :
10.38124/IJISRT20AUG215
Abstract :
In an organization the role of human
resources is a very important determining factor for the
effectiveness and success of an organization in achieving
its goals. But in reality, there are still many companies
that use outsourching services. With the rise of the
practice of outsourcing so far it is recognized to be more
detrimental to workers because employment relations
are always in the form of non-permanent or contractual
contracts (fixed time contracts), lower wages, limited
social security, lack of job security, and lack of career
development guarantees. These factors make high
turnover intention in PT XYZ. From every
outsourching employee's complaints and based on data
to the company, the authors indicate doubts about
organizational commitment, job satisfaction, and work
stress. The author uses questionnaires and interviews as
a data collection tool and takes a sampling of the
outsourching employee population. Then analyzed using
the smartPLS application. The results showed that
organizational commitment had a negative and
significant effect on turnover intention, job satisfaction
had a negative and significant effect on turnover
intention and work stress had a positive and significant
effect on the turnover intention of outsourcing employee
in PT XYZ.
Keywords :
Organizational Commitment, Job Satisfaction, Work Stress, Turnover Intention
In an organization the role of human
resources is a very important determining factor for the
effectiveness and success of an organization in achieving
its goals. But in reality, there are still many companies
that use outsourching services. With the rise of the
practice of outsourcing so far it is recognized to be more
detrimental to workers because employment relations
are always in the form of non-permanent or contractual
contracts (fixed time contracts), lower wages, limited
social security, lack of job security, and lack of career
development guarantees. These factors make high
turnover intention in PT XYZ. From every
outsourching employee's complaints and based on data
to the company, the authors indicate doubts about
organizational commitment, job satisfaction, and work
stress. The author uses questionnaires and interviews as
a data collection tool and takes a sampling of the
outsourching employee population. Then analyzed using
the smartPLS application. The results showed that
organizational commitment had a negative and
significant effect on turnover intention, job satisfaction
had a negative and significant effect on turnover
intention and work stress had a positive and significant
effect on the turnover intention of outsourcing employee
in PT XYZ.
Keywords :
Organizational Commitment, Job Satisfaction, Work Stress, Turnover Intention
