Abstract
The purpose of this study is to measure the impact of organizational commitment organizational climate on employee turnover intentions of one state-owned bank in Jakarta. The method used in this study is to use a quantitative descriptive analysis involving employees at one of the state-owned banks using random sampling technique with proportional random sampling as many as 78 respondents. The data collection technique used is the questionnaire method which is supported by the documentation method with multiple linear regression analysis techniques. The results of the study can be indicated (1) There is a significant positive effect between organizational climate on employee turnover intentions where the negative value is -0,177 and the results of the t test are -1,737 which means t arithmetic is less than t table (-1.737
Highlights
The banking industry has so far been considered a strategic industry and has an important contribution to the development of a country's economy, including Indonesia
Foreign banks are aggressively expanding in Indonesia which adds to the tighter banking industry
Based on the results of research hypotheses in the t test the Standardized Coefficients Beta value was presented with a negative value of -0.177 and t-test results of -1.737, which means t arithmetic less than t table (-1.737
Summary
The banking industry has so far been considered a strategic industry and has an important contribution to the development of a country's economy, including Indonesia. From the business side, banking is an industry that promises huge profits. In Indonesia, it is a strategic and potential market for the banking industry due to its large population and economic conditions that show positive growth. Employee turnover is a phenomenon that often occurs in the banking industry. Harnoto argues in his book (Nasution, 2009: 121) that Turnover Intention is the level of intensity of self-desire to leave the company. Turnover can be interpreted as the movement of workers out of the organization. Turnover can be in the form of resignation, movement out of organizational units, dismissal or death of members of the organization
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