Pengaruh Human Resources Management Practice terhadap Employee Intention to Stay pada PT Media Nusantara Informasi (Sindo)
DOI:
https://doi.org/10.55606/optimal.v4i1.2644Keywords:
Training and Development, Career Development, Compensation and Benefit, Perfomance Appraisal, Intention to StayAbstract
This research aims to determine whether there is an influence of human resource management practices on employees' intentions to remain at PT Media Nusantara Information (Sindo). This research uses multiple linear regression analysis with a sample of 100 permanent employees of PT Media Nusantara Infomasi (Sindo). The independent variables in this research are Training and Development, Career Development, Compensation and Benefits, and Performance Assessment, while the dependent variable in this research is the employee's intention to stay. The results of this research show that Training and Development, Career Development, Compensation and Benefits, and Performance Appraisals have a positive and significant influence on employees' intention to stay. Furthermore, the research results show that the Compensation and Benefits dimensions have the strongest influence.
References
Armstrong, Michael. (2006). A Handbook of Human Resource Practice (10th Edition). Bandung : Kogan Page Publisher.
Bohlander, George. W. and S. A. Snell, J.. (2010). Principle of Human Resource Management 15th Edition. United States: South Western Cengage Learning.
Byars, L., & Rue, L. W.. (2003). Human Resource Management (7th ed). New York: McGraw Hill.
Cassio, Wayne F.. (1995). Managing Human Resources, Productivity, Quality of Work Life Product. Fourth Edition, New York: McGraw Hill International.
Chew, J. and Chan, C. A.. (2008) Human Resource Practices, Organizational Commitment and Intention to Stay. International Journal of Manpower, 29(6), 503–522.
Delery, E. J. and Doty, H. D.. (1996). Modes of Theorizing in Strategic Human Resource Management: Tests of Universalistic, Contingency, and Configurationally Performance Predictions, Academy of Management Journal, 39(4), 802–35.
Granrose, C. S., and J. D. Portwood. (1987). Matching individual career plans and organizational career management. Academy of Management Journal 30 (4):699-720.
Johari, J.. (2012). Promoting Employee Intention to Stay: Do Human Resources Management Practice Matter? International Journal of Economics and Management, 6(2), 396-416.
Kalleberg, A. L.. (1977). Work Values and Job Rewards: a theory of job satisfaction. American Sociological Review 42:124-143
Kriyantono, Rachmat. (2010). Teknis Praktis Riset Komunikasi. Jakarta: Kencana Media Group.
Mathis, R. L. and Jackson, J. H.. (2004) Human Resource Management (10thed.). Singapore: Thomson Learning.
Milkovich, G. T. and Newman, J. M.. (2005). Compensation (8th ed.). Boston: McGraw-Hill.
Mondy, R. W. and Noe, R. M.. (2005). Human Resource Management (9th ed.). New Jersey: Pearson Education.
Mowday, R, Porter L.W, and Steers R.M.. (1982). Employee Organization Lingkages: the psycology of commitment, absenteism and turnover. San Diego: Academic Press.
Noe, R. A.. (2008) Employee Training and Development. United Kingdom: McGraw-Hill Irwin Education.
Noe,R. A., J. R. Hollenbeck, B. Gerhart, P. M.. Wright. (2010). Human Resource Management: Gaining A Competitive Advantage 8th Edition. United Kingdom : McGraw-Hill Irwin Education.
Robbins, S. P. and Coulter, M.. (2012) .Management (11th ed.). Prentice Hall: River, N.J.. Sugiyono. (2012).. Metode Penelitian
Sanjeevkumar, V.. (2012). A Study on Employees’ Intention to Stay in Public Companies in Kedah, Malaysia. International Journal Business Economics and Management Research, 2(4), 91–101
Wiener, Y.. (1982). Commitment in Organizations: A Normative View. Academy of Management Review 1: 418-428.
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2023 Dina Sarah Syahreza, Andhika Ferdiansyah Harahap, Kania Humaira, Nathanael Nababan, Rizky Mardewina
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
