Aditya Chandra Maulana, Muhammad Cholil


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. Samples were employees of PT. Bank Negara Indonesia (Persero) Tbk Main Branch Office Surakarta that as many as 105 respondents. The method used for sampling are using non-probability sampling technique that is proportionate random sampling. Mean while analytical methods used are Structural EquationModel (SEM).

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.


Full Text:



Allen, D.G., Shore, L.M. and Griffeth, R.W. 2003. “The role of perceived organizational support and supportive human resource practices in the turnover process”,Journal of Management, Vol. 29 No. 3, pp. 99-118.

Andini, R. 2006. Analisis Pengaruh Kepuasan Gaji, Kepuasan Kerja, Komitmen Organisasional Terhadap Turnover Intention (Studi Kasus pada RS. Roemani Muhamadiyah Semarang). Tesis, Program Studi Magister Managemen Program Pasca Sarjana Universitas Diponegoro, Semarang.

As'ad, Mohammad. 2004.Psikologi Industri, Yogyakarta: Liberty.

Bernhardt, Annette, Martina Morris, Marc Handcock, and Marc Scott.1998.Trends in job Instability and Wages for Young Adult Men, In On the Job: Is Long-Term Employment a Thing of the Past (D. Neumark, ed.). New York: Russell Sage Foundation.

Bloom, M. and Milkovich, G.T. 1999. An SHRM perspective on international compensation and reward systems, Research in Personnel and Human Resources Management, Supplement 4, pp. 283-303.

Chen, Tser-Yieth,. Chang, Pao-Long,. and Yeh, Ching-Wen. 2004.A study of career needs, career development programs, job satisfaction and the turnover intentions of R&D personnel,Career Development International. Vol. 9 No. 4, 2004. pp. 424-43.

Ellitan, Lena. 2002. Praktik-praktik Pengelolaan Sumber Daya Manusia dan Keunggulan Kompetitif Berkelanjutan, Jurnal Manajemen & Kewirausahaan Vol. 4, No. 2, September 2002: 65 – 76.

Freund, A. 2005. Commitment and job satisfaction as predictors of turnover intentions among welfare workers, Administration in Social Work, Vol. 29 No. 2, pp. 5-17.

Handoko, T Hani. 2003.Manajemen, Edisi 2, Yogyakarta: BPFE.

Hackman, J.R. and Oldham, G.R. 1980.Work Redesign, Addison-Wesley, Reading, MA.

Hasibuan, Melayu SP. 2005.Manajemen Sumber Daya Manusia,Jakarta: Bumi Aksara.

Hodgart, A. 1994. The power of an effective organization, International Financial Law Review, Vol. 12, pp. 15-18.

Hom, P. and Griffeth, R. 1995.Employee Turnover, South-Western College, Cincinnati, OH.

Luna-Arocas, Roberto,and Camps, Joaquin. 2008. A Model of High Performance Work Practices And Turnover Intentions,Personel review Vol.37 No. 1,2008 pp. 26-46. Emerald group publishing limited 0048-3486.

Mobley, W.H. 1977. Intermediate linkages in the relationship between job satisfaction and employee turnover,Journal of Applied Psychology, Vol. 62 No. 2, pp. 237-40.

Mowday, R.T., Steers, R.M. and Porter, L.W. 1979.The measurement of organizational commitment, Journal of Vocational Behavior, Vol. 14, pp. 224-47.

Murphy, W.H. and Gorchels, L. 1996. How to improve product management effectiveness, Industrial Marketing Management, Vol. 25, pp. 47-58.

Pfeffer, J. 1994.Competitive Advantage through People: Unleashing the Power of the Workforce, Harvard Business School Press, Boston, MA.

Rita, M.Nand Kirschenbaum, A. 1999. Push and pull factor in medical employees’ turnover decisions: the effect of a careerist approach and organizational benefits on the decision to leave the job,The International Journal of Human Resource Management, Vol. 10 No. 4, pp. 689-702.

Rivai, Veithzal. 2008.Manajemen Sumber Daya Manusia untuk Perusahaan: Dari Teori ke Praktik, Jakarta: Raja Garafindo.

Robbins, Stephen P. 2003.Perilaku Organisasi, Buku 2, Jakarta: PT. Indeks Kelompok Gramedia.

Salancik, G.R. and Pfeffer, J (1978), A social information processing approach to job attitudes and task design, Administrative Science Quarterly, Vol. 23 No. 2, p. 224.

Sarrazin, P., Roberts, G., Cury, F., Biddle, S. and Famose, J.P(2002), Exerted effort and performance in climbing among boys, the influence of achievement goals, perceived ability, and task difficulty, Research Quarterly for Exercise and Sport, Vol. 73 No. 4, pp. 425-36.

Shah, Naimatullah. 2011.Investigating employee career commitment factors in a public sector organisation of a developing country,Journal of Enterprise Information Management, Vol. 24 No. 6.

Shore, L.M. and Tetrick, L.E. 1991.A construct validity study of the survey of perceived organizational support, Journal of Applied Psychology, Vol. 76 No. 5, pp. 637-43.

Siagian, Sondang P. 2006.Manajemen Sumber Daya Manusia. Jakarta: Bumi Aksara.

Simamora, Henry. 2006.Manajemen Sumber Daya Manusia. Yogyakarta: STIE YPKN.

Spector, P.E. 1997.Job Satisfaction: Application, Assessment, Causes, and Consequences, Sage Publications, Thousand Oaks, CA.

Sutrisno, Edy. 2009.Manajemen Sumber Daya Manusia. Jakarta: Prenada Media.

Tett, R.P. and Meyer, J.P. 1993. Job satisfaction, organizational commitment, turnover intention, and turnover: path analysis based on meta-analytic findings, Personnel Psychology, Vol. 46 No. 2, pp. 259-93.

Wallace, J.E. 1995.Organizational and professional commitment in professional and non-professional organizations,Administrative Science Quarterly, Vol. 40 No. 2, pp. 228-55.

Whitner, E.M. 2001. Do high commitment human resource practices affect employee commitment? A cross-level analysis using hierarchical liner modeling, Journal of Management, Vol. 27 No. 5, pp. 515-35.

Witasari, L. 2009.Analisis Pengaruh Kepuasan Kerja dan Komitmen Organisasional Terhadap Turnover Intention. Tesis, Studi Empiris pada Novotel Semarang, Program Pasca Sarjana Magister Manajemen Universitas Diponegoro, Semarang.

Wright, P.M. and Boswell, W. 2002.Desegregating HRM: a review and synthesis of micro and macro human resource management,Journal of Management, Vol. 28 No. 3, p. 247.


  • There are currently no refbacks.