DEWI_FAJAR, WASISTI (2025) PENGARUH KOMPENSASI DAN KOMITMEN ORGANISASIONAL PADA TURNOVER INTENTION (STUDY PADA PEKERJA GEN Z DI BANK BCA KOTA SEMARANG). Skripsi thesis, STIE BANK BPD JATENG.
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Abstract
This research aims to analyze the influence of compensation and organizational commitment on turnover intention among Gen Z workers at BCA Bank, Semarang City. Turnover intention is an employee's tendency to leave their job, which can have an impact on organizational stability and performance. The compensation provided by the company and the level of employee organizational commitment are factors that play a role in suppressing turnover intention. This research uses a quantitative approach with multiple linear regression analysis techniques with compensation results of -205 and organizational commitment -567. Research data was collected through questionnaires distributed to Gen Z workers aged 12 – 27 years at BCA Bank Semarang City. The research results show that compensation and organizational commitment have a negative and significant effect on turnover intention. This means that the higher the compensation received and the stronger the employee's organizational commitment, the lower their intention to leave the company. These findings confirm that strategies for increasing fair compensation and efforts to strengthen organizational commitment can be effective steps in reducing turnover intention among Gen Z workers.
| Item Type: | Thesis (Skripsi) |
|---|---|
| Additional Information: | Penelitian ini bertujuan untuk menganalisis pengaruh kompensasi dan komitmen organisasional terhadap turnover intention pada pekerja Gen Z di Bank BCA Kota Semarang. Turnover intention merupakan kecenderungan karyawan untuk meninggalkan pekerjaannya, yang dapat berdampak pada stabilitas dan kinerja organisasional. Kompensasi yang diberikan perusahaan serta tingkat komitmen organisasional karyawan menjadi faktor yang berperan dalam menekan turnover intention. Penelitian ini menggunakan pendekatan kuantitatif dengan teknik analisis regresi linear berganda dengan hasil kompensasi -205 dan komitmen organisasional -567. Data penelitian dikumpulkan melalui kuesioner yang disebarkan kepada pekerja Gen Z dengan rentan usia 12 – 27 tahun di Bank BCA Kota Semarang. Hasil penelitian menunjukkan bahwa kompensasi dan komitmen organisasional berpengaruh negatif dan signifikan terhadap turnover intention. Artinya, semakin tinggi kompensasi yang diterima dan semakin kuat komitmen organisasional karyawan, semakin rendah niat mereka untuk keluar dari perusahaan. Temuan ini menegaskan bahwa strategi peningkatan kompensasi yang adil serta upaya memperkuat komitmen organisasional dapat menjadi langkah efektif dalam mengurangi turnover intention pada pekerja Gen Z. |
| Uncontrolled Keywords: | compensation, organizational commitment, turnover intention |
| Subjects: | H Social Sciences > HD Industries. Land use. Labor > HD28 Management. Industrial Management H Social Sciences > HD Industries. Land use. Labor > HD61 Risk Management |
| Divisions: | Faculty of Law, Arts and Social Sciences > School of Management |
| Depositing User: | Wisudawan S1 |
| Date Deposited: | 19 Sep 2025 04:19 |
| Last Modified: | 19 Sep 2025 04:19 |
| URI: | http://eprints.stiebankbpdjateng.ac.id/id/eprint/2536 |
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