The Effect of Organizational Commitment and Organizational Support as Intervening Variables to Turnover Intention of Employees

Abstract

Turnover intention is an interesting discussion at this time for a company because the turnover will disrupt the operations of the company both in terms of cost and time. The high turnover rate in a company is a result of turnover intention on very strong employees. Organizational commitment influences turnover intentions on employees because organizational commitment is a factor that encourages employees to remain loyal to the organization. Organizational commitment also indirectly influences turnover intentions through organizational support. Associative research is applied to find out the relationship between two or more variables. The results of calculations giving the standardized coefficients beta value of Organizational Commitment in equation 1 equal to 0.469 is the path value p2 and is significant at 0.001. While the value of e1 = √ (1 0.220) = 0.883. The calculation results give the standardized coefficients beta value for Organizational Commitment in equation 2 of 0.224 which is the path value of p1 and significant at 0.157, while the standardized coefficients beta value for Organizational Support in equation 2 is -0.36 is the path value of p3 and is significant at 0.023. The value of e2 = √ (1 0.107) = 0.945. Keywords—organizational support; organizational commitment; turn over intention