New York: Russell Sage Foundation.īloom, M. 2004.Psikologi Industri, Yogyakarta: Liberty.īernhardt, Annette, Martina Morris, Marc Handcock, and Marc in job Instability and Wages for Young Adult Men, In On the Job: Is Long-Term Employment a Thing of the Past (D. Tesis, Program Studi Magister Managemen Program Pasca Sarjana Universitas Diponegoro, Semarang.Īs'ad, Mohammad.
Analisis Pengaruh Kepuasan Gaji, Kepuasan Kerja, Komitmen Organisasional Terhadap Turnover Intention (Studi Kasus pada RS. “The role of perceived organizational support and supportive human resource practices in the turnover process”,Journal of Management, Vol.
Results for hypothesis testing indicates that career development significant positive effect on job satisfaction Salari essignificant positive effect on job satisfaction Salaries no significant effect on turn over intentions job stability significant positive effect on employee commitment job satisfaction significant positive effect on employee commitment job satisfaction no significant effect on turn over intentions and employee commitment significant negative effect on turn over intentions.Īllen, D.G., Shore, L.M. Mean while analytical methods used are Structural EquationModel ( SEM). The method used for sampling are using non-probability sampling technique that is proportionate random sampling. Bank Negara Indonesia ( Persero) Tbk Main Branch Office Surakarta that as many as 105 respondents. Dismissal of work for both business owners is carried out if the employee does not enter repeatedly, while the other three owners only impose a fine without terminating employment.This studyaimed toanalyze the influence ofcareer development to job satisfaction the effect of salary to job satisfaction the effect on turn over intentions salary the effecton employee commitment job stability the effect of job satisfaction on employee commitment the effect of job satisfaction on turn over intentions as well as the influence of employee commitment to turn over intentions. For disciplien, the three business owners make a salary deduction system for non-workers, while the other two owners still tolerate. Work maintenance is focused on employee health and facilities. Integration is done through cultivating brotherhood and maintaining communication with employees.
Compensation given in the form of overtime money, lunch, THR and bonus.
Development is carried out by training internally (on the job training) and externally (off the job training). The results of the research show that in the procurement process the recruitment is carried out by a closed method, while the selection process is done by non-scientific selection. There we 5 companies that were used as researchers as resource persons namely Pratama Rotan, Surya Rotan, Asri Rotan, CV Agung Rejeki Furniture, and Dunia Rotan. The object of this research is the rattan industry center. This type of research is qualitative with a case study and ethnographic approach. This study aims to describe the management of human resources in the household rattan industry center in Trangsan Village, Sukoharjo Regency throught management functions, namely the procurement of labor, development, compensation, integration, maintenance, disclipine, and dismissal of employee work.
0 kommentar(er)
