RISET MSDM

TUGAS 3
RESUME JURNAL

Nama : Muhammad Fadel Ardiansyah

NIM : 201911123
Kelas :B
Konsentrasi : MSDM
Judul : PENGARUH STRESS KERJA DAN KOMITMEN KERJA TERHADAP TURNOVER INTENTION
DENGAN KEPUASAN KERJA SEBAGAI VARIABEL INTERVENING

RESUME JURNAL : Kepuasan Kerja sebagai Variabel Intervening Pada Pengaruh Work-Life Balance dan Stres Kerja
Terhadap Turnover Intention
Ketentuan :
1. Pilih artikel jurnal yang sesuai dengan penelitian baik variabel ataupun obyek penelitiannya.
2. Jurnal Nasional Terakreditasi : 1
3. Jurmal Internasional : 1
4. Jurnal terbitan terbaru 5 tahun terakhir.
5. Format resume jurnal : (terlampir)
6. Gunakan template ini untuk mengerjakan tugas
7. Kirim dalam bentuk word
 Nama Masalah penelitian Kerangka Sampel dan Hasil Penelitian dan
No Judul Peneliti dan tujuan PemikiranTeoritis dan analisis data Saran Penelitian
(tahun) penelitian Hipotesis Lanjutan
A. JURNAL NASIONAL
1 Kepuasan Kerja sebagai Variabel Intervening Pada Pengaruh Work-Life Balance dan Stres Kerja Terhadap Turnover Intention
Muhammad Penelitian ini Sampel : Hasil Penelitian
Andi Prayogi bertujuan untuk Lokasi Hasil Penelitian secara
,Murviana membuktikan penelitian ini parsial menunjukkan
Koto , pengaruh Work-Life berada di Kota bahwa Work life
Muhammad Balance dan stres Medan dengan balance dan Stres kerja
Arif kerja terhadap subyek berpengaruh positif dan
Tahun : turnover intention penelitian signifikan terhadap
2019 dimediasi kepuasan H1: Ada pengaruh positif adalah Bank kepuasan kerja, Work
kerja Account dan signifikan Work-Life Syariah di life balance dan stress
officer Bank Balance terhadap kepuasan Kota Medan, kerja berpengaruh
Syariah di Kota kerja Account officer Bank Populasi positif dan signifikan
Medan Syariah di Kota Medan, penelitian ini terhadap turnover
H2: Ada pengaruh negatif berjumlah 150 intention, Kepuasan
dan signifikas stres kerja Account kerja berpengaruh
terhadap kepuasan kerja Officer negatif dan signifikan
Account officer Bank terhadap turnover
Syariah di Kota Medan. Analisis Data intention. Work life
H3: ada pengaruh positif Teknik balance berpengaruh
dan signifikan Work-life pengambilan secara langsung
Balance terhadap turnover sampel terhadap turnover
intention Account officer menggunakan intention tanpa melalui
Bank Syariah di Kota Probability kepuasan kerja,
Medan, Sampling kepuasan kerja bukan
H4: Ada pengaruh positif dengan teknik variabel intervening,
dan signifikan stres kerja simple random Stres kerja berpengaruh
terhadap turnover intention sampling, secara langsung
Account officer Bank penentuan terhadap turnover
Syariah di Kota Medan, sampel intention tanpa melalui
 H5: Ada pengaruh negatif menggunakan kepuasan kerja,
dan signifikan kepuasan rumus Slovin. kepuasan kerja bukan
kerja terhadap turnover Teknik analisa variabel intervening.
intention Account officer data dalam Saran penelitian
Bank Syariah di Kota penelitian ini Selanjutnya
Medan, menggunakan Tidak ada
H6: Ada pengaruh tidak path analysis
langsung antara Work-life
Balance terhadap turnover
intention yang dimediasi
kepuasan kerja Account
officer Bank Syariah di
Kota Medan,
H7: Ada pengaruh tidak
langsung antara stress kerja
terhadap turnover intention
melalui kepuasan kerja
Account officer Bank
Syariah di Kota Medan.

B. JURNAL INTERNASIONAL
8 Effect of Job Stress and Organizational Climate on Turnover Intention with Job Satisfaction as an Intervening Variable for Employees of
STMIK STIE Mikroskil
Purnaya Sari This study aims to ekolah Tinggi Manajemen SAMPEL: HASIL PENELITIAN
Tarigan determine the effect Informatika dan Komputer This research : The results showed
Tahun : of job stress and (STMIK) Sekolah Tinggi was conducted that job stress and
2021 organizational Ilmu Ekonomi (STIE) on the organizational climate
climate on turnover Mikroskil is a private employees of have a positive and
intention. In university in Medan City, STMIK STIE significant effect on
addition, this study North Sumatra, which Mikroskil. employee job
also tries to prove emphasizes on information satisfaction at STMIK
whether job technology. Yayasan Bina ANALYSIS STIE Mikroskil. Job
satisfaction can be Pertiwi established the DATA : The stress has no effect on
used as an Sekolah Tinggi Manajemen path analysis turnover intention,
intervening variable Informatika dan Komputer model is used while organizational
in the research (STMIK) Sekolah Tinggi to analyze the climate has a positive
model. This type of Ilmu Ekonomi (STIE) pattern of and significant effect
research is a Mikroskil in 1997. In the relationships on turnover intention.
qualitative data, the number of STMIK between Job satisfaction has no
descriptive study. STIE Mikroskil employees variables in effect on turnover
This research was has increased every year, in order to intention. Meanwhile,
conducted on the 2016 there were 93 people, determine the the intervening
employees of consisting of 46 academic direct or variable, namely job
STMIK STIE employees and 47 non- indirect effect satisfaction, is not able
academic employees. In of a set of to interview the effect
2017, there were 110 independent of job stress and
people, consisting of 56 variables on organizational climate
academic employees and 54 the dependent on turnover intention of
non-academic employees. variable. Based STMIK STIE
Meanwhile, in 2018 there on the Mikroskil employees
were 124 people, consisting formulation of
of 58 academic employees the problem SARAN
and 66 non-academic and the PENILITIAN
employees. The high research SELANJUTNYA :
turnover intention at hypothesis, it TIDAK ADA
STMIK STIE Mikroskil can can be seen
be caused by several factors. that the causal
According to Kaswan relationship
(2012) that organizational between
commitment and job variables by
satisfaction are predictors of describing the
turnover intention. Another correlation
study conducted by Mondy coefficient is
(2010) indicates that job the direct and
satisfaction and indirect effect.
organizational commitment This
have the greatest influence relationship
on turnover intention. In involves
connection with the independent
emergence of turnover variables,
intention, employees who namely
have job satisfaction will be profitability
more productive, contribute and intrinsic
to the goals and objectives value of the
of the organization, and company,
generally have a low desire independent
to leave the company. variables,
Worker dissatisfaction can namely capital
lead to unwanted work structure and
results such as theft, looking sales growth.
for odd jobs and can lead to Problems that
absenteeism (Samad, 2014). have the
Employee dissatisfaction characteristics
also tends to lead to of a causal
behavioral practices of relationship
withdrawal from work such between
as leaving the company or variables and
resigning and considering the existence
other job opportunities of a correlation
(Samad, 2014). Mobley between the
(2012:44) reveals that two variables,
turnover intention is marked so the analysis
by the intention to leave the technique that
organization and the desire can be used is
to find alternative jobs that to use the path
are better than the previous analysis
organization. The following estimation
is the technique