BEBAN KERJA DAN KOMPENSASI KERJA TERHADAP TURNOVER INTENTION MELALUI KOMITMEN ORGANISASI PADA GURU MI, MTS DAN MA SWASTA YAYASAN MANBAUL MA’ARIF DENANYAR JOMBANG

  • Abdullah Universitas Negeri Maulana Malik Ibrahim Malang
  • Munirul Abidin Universitas Negeri Maulana Malik Ibrahim Malang
  • Abdul Basith Universitas Negeri Maulana Malik Ibrahim Malang

Abstract

Turnover intention behavior, it is inevitable to act with the intention of leaving the organization. There are many reasons, one of which is the amount of work and compensation received, on this basis the systematic engagement of teachers needs to be questioned. This study aims to measure, test and analyze the workload and work compensation of teachers mediated by organizational commitment at MI, MTs and MA Private Manbaur Maalif Foundation Denanyar Jombang. The approach of this study is quantitative with associative type. All populations were used as a sample of 75 teachers. The method of data collection was based on an online survey, using a closed instrument with a Likert scale score of 5 to 1. Data analysis and processing used Smart PLS 3.0. The results of this study show that, 1) workload has a negative effect on the ability to leave, and the effect is modest. 2) Work compensation has a positive effect on intention to leave, but the effect is small. 3) Organizational commitment has a low significant negative effect on turnover intentions. 4) Workload has a negative effect on organizational commitment, but the effect is small. 5) Work compensation has a negative effect on organizational commitment, but the impression is small. 6) Organizational commitment may mediate the relationship between workload and exit intention but is not significant. 7) Institutional commitment may mediate the relationship between compensation and intention to leave with positive but insignificant results.

Published
26-12-2023
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