PENGARUH KOMITMEN ORGANISASI TERHADAP TURNOVER INTENTION DAN PERAN ALTERNATIF PELUANG KERJA SEBAGAI VARIABEL MODERASI PADA TENAGA KEPENDIDIKAN WANITA DI SALAH SATU PERGURUAN TINGGI SWASTA PADANG

Abstrak

ABSTRACT
The Phenomona of turnover intention has been becoming a hot issues among academics
and pratitioners. However, less attention has been paid in this issue, especially in
university case. Search theory predict that personell exit from an instituion due to
develop his/her carrer in other organizations and they keep searching an other
alternative. This study aims to determine the role of alternative job opportunities as
moderating variable on the relationship between organizational commitment and
turnover intention. The respondentsof this study are woman non-academic staffs who
currently working in private university located in Padang. The final sample of this study
is 53 respondents. this study appllied the structural equation model (SEM) using
SmartPLS. The results of analysis demonstrate that (1) organizational commitment has a
negative and significant effect on turnover intention, (2) alternative job opportunities has
a positive and significant effect on turnover intention, (3) alternative job opportunities
does not have any moderating effect on the relationship between organizational
commitment and turnover intention. The findings theoritically imply that social exchange
theory and search theory can explain the turnover intention phenomena. However, the
university must increse the staff commitment in order to reduce the intention to exit from
it.
Keywords: OrganizationalCommitment, Alternative Job Opportunities, Turnover
Intention