Pengaruh Outcomes Job Insecurity Terhadap Turnover Intentions Dosen Akuntansi di Perguruan Tinggi

Abstract

Realitas perubahan lingkungan organisasi selalu dihadapi pihak manajemen dan berdampak pada pengelolan somber intern, diantaranya fungsi Somber Daya Manusia (SDM). Pengelolaan nilai ekonomis fungsi SDM rentan terhadap prilaku turnover yang merugikan organisasi dan karyawan. Turnover dapat diprediksi melalui perubahan variabel sikap diantaranya job insecurity. Penelitian ini bermaksud menguji berbagai variabel sikap yang mempengaruhi turnover intentions melalui variabel outcomes dan job insecurity serta pengaruhnya secara langsung terhadap turnover intentions, menggunakan hasil penelitian Ashford (1989) yang dimodelkan Pasewark & Strawser (1996). Kuesioner dikumpulkan dari 117 responden dosen akuntansi perguruan tinggi dan pengujian hipotesis menggunakan teknik multivariat Structural Equation Model (SEM) program AMOS 4.01. Hasil pengujian mendukung secara signifikan pengaruh negatif job insecurity terhadap organizational commitment, pengaruh negatif organizational commitment terhadap turnover intentions, serta pengaruh positif job insecurity terhadap turnover intentions. Tetapi menolak hipotesis tentang pengaruh negatif job insecurity terhadap job satisfaction, pengaruh negatif job insecurity terhadap organizational trust, pengaruh negatif job satisfaction terhadap turnover intentions, dan pengaruh negatif organizational trust terhadap turnover intentions. Kesimpulan penelitian adalah sikap organizational commitment memiliki peran penting menahan pengaruh negatif yang disebabkan oleh job insecurity sekaligus mengurangi akibat negatif turnover intentions. Pengaruh signifikan langsung job insecurity terhadap turnover intentions mengindikasikan besamya peluang altematif kerja bagi dosen yang merasa insecure berprofesi sebagai tenaga akademis. Kata-kata kunci : Turnover, Turnover Intentions, Job Insecurity, Variabel Outcomes, Organizational Commitment, Job Satisfaction, Organizational TrustThe reality of change that occurs within organization's environment is always faced by managers and has the impacts on intern resources management, including the human resource management (HRM) function. The management of economic value of human resource function is vulnerable of turnover problem which harmful for both organization and employees. Turnover can be predicted through a number of attitude variables change, such as job insecurity. The purpose of this study is to examine the attitude variables that effect turnover intentions through the outcome variables of job insecurity and their direct impact on turnover intentions using Ashford (1989) and Pasewark & Strawser (1996) models. The questionnaires are collected from 117 universities accounting lecturers. The hypothesis examination is using structural Equation Modelling through Amos 4.01 program. The Examination results support significantly the negative effect of job insecurity on organizational commitment, the negative effect of organizational commitment on turnover intentions, and the positive effect of job insecurity on turnover intentions. On the other hand, the results rejected the some other hypothesis as follow; the negative effect of job insecurity on job satisfaction, the negative effect of job satisfaction on turnover intentions, the negative effect of job insecurity on organizational trust and the negative effect of organizational on turnover intentions. The study concludes; organizational commitment attitudes have important role in restraining the negative effect caused by job insecurity, and they also reduced the negative effect of turnover intentions. The significant direct effect of job insecurity on turnover intentions indicates the great job alternative chance for lectures who insecure of being academic lecturers