Abstract
This study aims to analyze the role of organizational trust and organizational justice in moderating the effect of job satisfaction on turnover intention. The population in this study are employees in several information technology companies in Jakarta. The research sample amounts to 195 respondents. Data collection method is done through a questionnaire. Data analysis method uses structural equation modeling-partial least square (SEM-PLS). The results of this study prove that job satisfaction a negative affect on turnover intention. Organizational trust does not affect turnover intention. The interaction of job satisfaction and organizational trust as a moderating variable affects turnover intention. Organizational justice has a negative effect on turnover intention. The interaction of job satisfaction and organizational justice as a moderating variable does not affect turnover intention.
Highlights
Human resources is the company's most important problem because human resources cause other resources in the company function or run
H1: Job satisfaction has a negative effect on turnover intention
The interaction of job satisfaction and organizational justice as a moderating variable does not affect turnover intention. This means that organizational justice cannot strengthen the effect of job satisfaction in suppressing turnover intention
Summary
Human resources is the company's most important problem because human resources cause other resources in the company function or run. Effective human resources require managers or leaders to find the best way to empower people in the company environment so that the desired goals can be achieved (Mangkunegara, 2016). If the management is not as expected, it will cause human resource problems, one of them is turnover intention. Turnover defines as an employee quitting a company or organization and moving to another company for a reason (Robbins & Judge, 2015). Turnover occurs because of cognitive stages such as thoughts about quitting work, intending to find alternative work, or intending to leave work. The desire to move has a negative impact on the organization because it creates instability in labor
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