Abstract
This research aims to investigate and analyze further relates to the affect which caused by organizational commitment and organizational justice to turnover intention through job satisfaction as its mediator on the employees of PT. Bank XYZ at Regional Office in Jakarta BSD. The criteria of research sample used was permanent employees. The sampling method done by proportional stratified random sampling with a total samples of 154. The data collection technique used a questionnaire. Data analysis method used SEM-PLS. The results showed that the organizational commitment had a positive and significant impact on job satisfaction, but had a negative and significant impact on turnover intention. Organizational justice had a negative and significant impact on turnover intention variables, but had a positive and significant impact on job satisfaction. Job satisfaction had a negative and significant impact on turnover intention. Moreover, job satisfaction in its influence on organizational commitment variable towards turnover intention only resulted on partially mediate and job satisfaction in its influence on the organizational justice variable towards turnover intention also only resulted in partially mediate.
Highlights
The banking sector in Indonesia has been massively transformed into the shift in the banking business which focusing on serving companies to get more eyeing on serving individuals
The results showed that the organizational commitment had a positive and significant impact on job satisfaction, but had a negative and significant impact on turnover intention
According to the descriptive analysis results which found in this research, it was illustrated that the respondents' perceptions of organizational commitment, organizational justice, and job satisfaction were quite high with a mean value of 3.459, 3.601 and 3.541
Summary
The banking sector in Indonesia has been massively transformed into the shift in the banking business which focusing on serving companies (corporate banking) to get more eyeing on serving individuals (consumer banking). One of issue which facing by human resource are related to labor in a bank which relates to an employee turnoverointention. Bank XYZ at Jakarta BSD's Regional Office could be explained if that were percentage cycle of entering and leaving employees in 2016 to 2018 had reached 11% of percentage. This data showed that every year the number of employees who left and entered was inconsistent and tends to increase or in other word it said that there has an issue with this high turnover intention at PT. Bank XYZ in Jakarta BSD's Regional Office
Sign-in/Register to view highlights & summary Sign-in/Register to access full text options 
Free) 
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a call
