PENGARUH KOMPENSASI DAN KOMITMEN ORGANISASI TERHADAP TURNOVER INTENTION DENGAN KEPUASAN KERJA SEBAGAI VARIABEL MEDIASI (STUDI PADA RUMAH SAKIT RIZANI PAITON PROBOLINGGO) Commitment, Compensation, Turnover Intention, Job Satisfaction.

Abstract

Compensation is what a worker receives in return for the work he provides, whether wages, salaries or incentives and is managed by the personnel department. The purpose of this research is to determine and analyze variables 1.) compensation influences job satisfaction, 2.) organizational commitment to job satisfaction, 3.) organizational compensation to turnover intention, 4.) organizational commitment to turnover intention, 5.) job satisfaction on turnover intention, 6.) compensation influences turnover intention through job satisfaction, 7.) organizational commitment on turnover intention through job satisfaction.

This research is quantitative research with an exploratory research method approach. The sample used was 76 employee respondents from representative work units. The analysis used is path analysis. Using SPSS 25 calculations and the Sobel Mediation Test.

The research results show that 1.) compensation has no significant effect on job satisfaction, 2.) organizational commitment has a significant effect on job satisfaction, 3.) compensation has no significant effect on turnover intention, 4.) organizational commitment has a significant effect on turnover intention, 5.) job satisfaction has no significant effect on turnover intention, 6.) compensation has no significant effect on turnover intention through job satisfaction, 7.) organizational commitment has no significant effect on turnover intention through job satisfaction.