| dc.contributor.author | Putra, Muhammad Alfathan Yusanura | |
| dc.date.accessioned | 2025-02-11T03:23:27Z | |
| dc.date.available | 2025-02-11T03:23:27Z | |
| dc.date.issued | 2021 | |
| dc.identifier.uri | https://dspace.uc.ac.id/handle/123456789/7872 | |
| dc.description | One form of employee behavior that can damage the performance of an organization is high turnover due to the desire to leave (intention to leave). Intention to leave can be influenced by organizational j ustice, where employees who do not get justice from the organization tend to leave. Some experts suggest that the job satisfaction variable can mediate the relationship between organizational justice and intention to leave. The justice provided by the orga nization can produce a good perception, for example it can increase job satisfaction, besides that for the organization it can also form loyalty which can reduce the level of intention to leave. So that justice applied by the organization can provide benef its. Based on this, this study aims to examine the effect of organizational justice on the intention to leave mediated by job satisfaction in marketing employees of BCA Finance Surabaya. The sample used was 52 employees with a saturated sample technique. T he analytical technique used in this research is SEM - PLS using SMARTPLS3.3 software. Based on data analysis, it can be concluded that organizational justice has a positive and significant effect on job satisfaction, job satisfaction has a significant negat ive effect on intention to leave, and organizational justice has a significant negative effect on intention to leave and it is concluded that job satisfaction plays a role as a mediation part in the relationship between organizational justice. against inte ntion to leave. | en_US |
| dc.description.abstract | Salah satu bentuk perilaku karyawan yang dapat merusak kinerja suatu organisasi adalah turnover yang tinggi dikarenakan memiliki keinginan untuk meningalkan (intention to leave) . Intention to leave dapat dipengaruhi oleh organizational justice , dimana kary awan yang tidak mendapatkan keadilan dari organisasi maka cenderung untuk meninggalkan. Beberapa ahli mengemukakan bahwa variabel job satisfaction dapat memediasi hubungan antara organizational justice terhadap intention to leave. Keadilan yang diberikan o leh organisasi dapat menghasilkan presepsi yang baik, misalnya dapat meningkatkan kepuasan kerja, selain itu bagi organisasi juga dapat membentuk loyalitas yang dapat menurunkan tingkat intention to leave. Sehingga keadilan yang diterapkan oleh organisasi dapat memberikan keuntungan. Berdasarkan hal tersebut, penelitian ini bertujuan untuk mengkaji pengaruh dari organizational justice terhadap intention to leave yang dimediasi oleh job satisfaction pada karyawan marketing BCA Finance Surabaya. Sampel yang d igunakan sebanyak 52 karyawan dengan teknik sample jenuh. Teknik analisis yang digunakan dalam penelitian ini adalah SEM - PLS dengan mengunakan software SMARTPLS 3.3 . Berdasarkan analisis data, dapat disimpulkan organizational justice berpengaruh positif dan signifikan terhadap job satisfaction, job satisfaction berpegaruh negative signifikan terhadap intention to leave, dan organizational justice berpengaruh negative signifikan terhadap intention to leave dan disimpulkan bahwa job sati sfaction berperan sebagai part mediation dalam hubungan antara organizational justice terhadap intention to leave. | en_US |
| dc.language.iso | id | en_US |
| dc.publisher | Universitas Ciputra | en_US |
| dc.subject | Organizational Justice | en_US |
| dc.subject | Distributive Justice | en_US |
| dc.subject | Procedural Justice | en_US |
| dc.subject | Interactional Justice | en_US |
| dc.subject | Job Satisfaction | en_US |
| dc.subject | Intention to Leave | en_US |
| dc.title | PENGARUH ORGANIZATIONAL JUSTICE TERHADAP INTENTION TO LEAVE DENGAN JOB SATISFACTION SEBAGAI VARIABEL MEDIASI (STUDI PADA PT . BCA FINANCE SURABAYA) | en_US |
| dc.type | Thesis | en_US |
| dc.identifier.nidn | 6004299 | |
| dc.identifier.kodeprodi | 61101 | |
| dc.identifier.nim | 0108011920071 | |
| dc.identifier.dosenpembimbing | Tina Melinda | |
