Effect of Retention Management on Organizational Commitment with Employee Satisfaction as a Mediation Variable

Pardomuan Robinson Sihombing,Bjardianto Pudjiono

doi:10.17977/um025v5i32021p144

Abstract

This study aims to analyze the factors that affect Employee Organizational Commitment at the Human Resources Development Training Center-BPPK Ministry of Finance. The method used in this research is quantitative method with data analysis methods including validity test, reliability test and SmartPLS analysis. While the data collection method in this study used a questionnaire involving all staff of the PSDM-BPPK Ministry of Finance Education and Training. The results of this study prove that retention management has not had a significant direct effect on employee organizational commitment, but has a significant effect on organizational commitment and employee satisfaction as a mediating / intervening variable. Employee satisfaction itself has a direct and significant effect on employee organizational commitment.

Highlights

Koch in Sopiah (2008)argued that the impact of low organizational commitment in terms of the organization is turnover, high absenteeism, increased work delays, lack of intensity to survive as employees in the organization
We need an academic study or research related to the role of employee retention management and professionalism, its effect on employee organizational commitment mediated by employee satisfaction in carrying out their duties within the BPPK PSDM Training Center environment
The results of this study prove that Retention Management has not had a direct significant effect on Employee Organizational Commitment, but has a significant effect on Organizational Commitment with Employee Satisfaction as a mediating/intervening variable

Summary

Introduction

Koch in Sopiah (2008)argued that the impact of low organizational commitment in terms of the organization is turnover, high absenteeism, increased work delays, lack of intensity to survive as employees in the organization. 145 employees who resigned or quit at their own request from the PSDM Education and Training Center, which means the turnover rate is zero or low. Terera and Ngirande (2014) in his research showed a positive relationship between job satisfaction and employee retention, which means that if they are more satisfied, they will remain in the organization and organizational commitment is well maintained. We need an academic study or research related to the role of employee retention management and professionalism, its effect on employee organizational commitment mediated by employee satisfaction in carrying out their duties within the BPPK PSDM Training Center environment

Objectives

Methods

Results

Conclusion