tailieunhanh - The analysis of job satisfaction influence and organizational commitment towards turnover intentions moderated by personorganization fit

This research explores the influence of moderation of person-organization fit on the influence between the organizational commitment, job satisfaction, and the turnover intention. This study involved 100 representative samples. The analysis shows that job satisfaction had negative and significant influence towards the turnover intention. | International Journal of Computer Networks and Communications Security VOL. 5, NO. 8, AUGUST 2017, 171–180 Available online at: E-ISSN 2308-9830 (Online) / ISSN 2410-0595 (Print) The Analysis of Job Satisfaction Influence and Organizational Commitment towards Turnover Intentions Moderated By PersonOrganization Fit Cahya Purnama Asri1 and Arief Subyantoro2 1, 2 Universitas Pembangunan Nasional Veterann Yogyakarta, Department of Management 2 ariefsubyantoro@ ABSTRACT Person-Organization fit (P-O Fit) is widely defined as the compatibility between the organization values and the values of individual. Among all of these factors are, the personal values which are compatible with the organization, the organizational goals that fit the purpose of personal values, the organization personality that reflects the personality of selves, and the values and the organization culture that are align with the appreciated things in life. While for the organizations, it is to be able to influence the outcome such as the organizational commitment, the job satisfaction, and the turnover intention. This research explores the influence of moderation of person-organization fit on the influence between the organizational commitment, job satisfaction, and the turnover intention. This study involved 100 representative samples. The analysis shows that job satisfaction had negative and significant influence towards the turnover intention. Keywords: Person-Organization Fit, Turnover Intention, Organizational Commitment, Work Satisfaction. 1 INTRODUCTION Human resources are important asset for organization since they can generate other resources. Human resource can affect the efficiency and the organization effectiveness Simamora [1]. Those things make entrepreneurs aware of an investment value of the employees as human resource. Nowadays, recruiting workers who are competent and having a good performance, and maintaining the current workers are .

• Kế toán - Kiểm toán
• International Journal of Computer Networks and Communications Security
• The analysis of job satisfaction influence
• Organizational commitment towards turnover intentions moderated by personorganization fit
• Organizational commitment towards turnover intentions moderated
• The turnover intention
• Human resource management practices
• Career satisfaction on employee’s turnover intention
• The human resources management
• Employee’s turnover intention
• The mediating role of career satisfaction
• Goal orientation and turnover intention
• Faculty members of private sector universities
• Moderating role of goal orientation
• Role ambiguity and turnover intention
• Goal Orientation Scale
• Internal marketing
• Pay satisfaction
• Person organization fit
• Service industry
• Turnover intention
• Working environment
• BMC Psychology
• Healthcare workers
• Organizational justice
• Health institutions
• Organizational commitment
• International economic integration
• Economic consequences
• Staff’ organizational commitmen
• The effects of customer based brand equity
• Turnover intentions with mediating effect
• Customer citizenship behavior
• Consumer citizenship behavior
• The S O R theory
• Rising turnover intention
• Impact of corporate social responsibility
• Corporate social responsibility and internal marketing
• Employee turnover intention
• Role of organizational commitmen
• SPSS19 and AMOS23 softwares
• báo cáo khoa học
• báo cáo sinh học
• công trình nghiên cứu về sinh học
• tài liệu về sinh học
• cách trình bày báo cáo
• IT professionals work exhaustion
• Positive emotional dissonance
• Negative emotional dissonance
• Perceived work load
• Fairness of rewards