Contribution of Perceived Organizational Support to Decreasing Turnover Intention: Organizational Commitment as a Mediating Factor
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Employee desire to leave from their job is the tendency to choose to leave the company because they feel that their current job is no longer interesting and there are other alternative jobs outside that have better opportunities. When the turnover rate is high, the negative impact that will occur in the company is the emergence of instability in employee conditions, the costs incurred for HR maintenance will be high, costs from recruitment training to becoming new employees, and will experience a fairly long loss of time to search for new employees who match the qualifications needed by the company. This study aims to test and analyze the Contribution of Perceived Organizational Support to the Decrease in Turnover Intention: Organizational Commitment as a Mediating Factor. The population used in this research were all employees of PT. Mitra Sindo Sukses, totaling 154 employees. Meanwhile, the sample used was 113 employees using purposive sampling. The data analysis method used is SEM-PLS with SmartPLS. The Findings is Perceived Organizational Support has a significant influence on turnover intention, Perceived Organizational Support has a significant influence on organizational commitment, Organizational Commitment has a significant influence on Turnover Intention and Organizational Commitment mediates the influence of Perceived Organizational Support on Turnover Intention
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