Do Organization Engagement and Commitment have a role in Turnover Intention?
DOI:
https://doi.org/10.18196/jbti.v16i1.25978Keywords:
Human Resource Practice, Organizational Commitment, Organization Engagement, Turnover Intention, CommitmentAbstract
In a company, human resources are the most noteworthy resource; hence, companies must prioritize different human asset administration exercises and exercises that fit. The goal of this study is to determine how human resource practices—which include career management, compensation satisfaction, performance evaluation, individual job fit, and work control—affect turnover when organizational commitment and engagement are used as interventions. With 330 employees from Syariah Hotels in Purwokerto as the whole population or test used, this consideration fits into the causal-comparative inquiry kind. The SPLS software application is used for the information analysis. Six of the twelve hypotheses that were put up were accepted, according to the results of the consideration; organizational commitment was impacted by the variable of individual job fit and execution evaluation. Organizational engagement is impacted by career administration and execution evaluation. Additionally, organizational engagement and commitment characteristics may affect turnover.
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