Variable Organizational Commitment Research Articles

Pengaruh Budaya Organisasi dan Komitmen Organisasi terhadap kepuasan Kerja Karyawan di Koperasi Kredit Hiro Heling

This research was grounded on the issue of employee job satisfaction at the Hiro Heling Credit Cooperative. This research aimed to (1) Know the description of employee job satisfaction, organizational culture, and organizational commitment. (2) analyze the influence of organizational culture and organizational commitment on employee job satisfaction either partially or simultaneously.The population in this study were KSP Kopdit Hiro Heling office employees, totaling 63 people. Due to limited population, this research was conducted through census or saturated sampling. Data were collected through questionnaires and analyzed using descriptive methods. Hypothesis testing was done through the F-test and t test.The descriptive analysis shows that the variables of employee job satisfaction, organizational culture, and organizational commitment were categorized as good. The results of the t-test statistic revealed that partially, organizational culture and organizational commitment had a significant influence on employee job satisfaction. The results of the F-test statistics show that simultaneously, the two independent variables had a significant influence on employee job satisfaction. The determination analysis shows that the magnitude of the contribution of organizational culture and organizational commitment to employee job satisfaction at the Hiro Heling Credit Cooperative had a 61% impact on employee work satisfaction at the Hiro Heling Credit Cooperative, whereas 39 % were influenced by factors other than the research variables.

Pengaruh Komitmen Organisasional, Motivasi dan Disiplin Kerja terhadap Kinerja Pegawai dalam Program Pembinaan Narapidana pada Lembaga Pemasyarakatan Kelas II.a Ternate

Regulation of the Minister of Law and Human Rights of the Republic of Indonesia No. 35 of 2018 concerning the Revitalization of Correctional Administration is an effort to progressively re-describe the ideal correctional system implementation model and is based on a holistic analysis of the elements that affect the implementation of correctional duties and functions as well as existing objective conditions. That way a more precise formula will be obtained in solving various problems that have been indicated, in the implementation of the work of the correctional system, with measurable and clear change measures. This study aims to obtain empirical evidence of the influence of Organizational Commitment, Motivation and Work Discipline on Employee Performance in the Inmate Development Programa at the Ternate Class IIA Penitentiary. The variables studied are Organizational Commitment, Motivation and Work Discipline. The sample collection method uses the solvin formula. The resulting sample was 60. Questionnaires were distributed to employees of the Ternate Class IIA Penitentiary. The data analysis test uses the Multiple linear regression method using the statistical package for social scientists (SPSS) V22 program as a statistical test tool. The results of hypothesis testing for the variables Organizational Commitment, Motivation and Work Discipline had a significant effect on the Performance of Ternate Class IIA Penitentiary Employees

Competence, Motivation, and Organizational Commitment on Job Satisfaction and Employee Performance at Bank Sinarmas Pekanbaru Riau Branch

This research aims to test the influence of competence, motivation, and organizational commitment on job satisfaction and employee performance at PT Bank Sinarmas Tbk Pekanbaru Riau Branch. The phenomenon that occurs is that every year there are still employees who get poor employee performance assessments. The Structural Equation Modeling method is used to test the effect of independent variables on dependent variables. The samples used in this study were all permanent employees at PT Bank Sinarmas Tbk Pekanbaru Riau Branch. The results showed that the variables of competence, motivation, and organizational commitment had no significant effect on job satisfaction. The variables of competence, motivation, organizational commitment, and job satisfaction are insignificant to employee performance.

IMPORTANCE OF ORGANIZATIONAL COMMITMENT, MOTIVATION AND INCENTIVES IN IMPROVING EMPLOYEE PERFORMANCE

The purpose of this reseach was to determine the Effect of Motivation, Incentives and Organizational Commitment on Employee Performance of Garment companies in north jakarta. The research method is descriptive method. The sampe ini this reseach amounted to 107 respondents of Garment companies in north jakarta employees. Data processing uses quantitative data analysis using SPSS 25.0 for windows. The results showed that the determinant coefficient (Adjuster R Square) of 0.772 means that the variables of Motivation, Incentives and Organizational Commitment together contributed to the Performance of 77.2%, the remaining 22.8% were other variables not in the model. The results of multiple regression show that both Motivation, Incentive and Organizational Commitment variables have a positive influence on Employee Performance. Significant value of 0,000<0,005 and Fcount>Ftable (71,162>2,761) which means that there is a significant relationship between Motivation, Incentives and Organizational Commitment and Employee Performance.

The Influence of the Work Environment and Competency on Performance Through Organizational Commitments as Intervening Variables (Study on the Poverty Reduction Coordination Team Bapedda Bondowoso Regency)

This research is motivated by data on the percentage of poor people in Bondowoso Regency which is still fluctuating. Also based on the achievement of performance in the context of accelerating poverty reduction, the Sweet Tape Movement has not been optimal. The purpose of this study was to determine directly or indirectly the influence of the work environment and employee competence on employee performance through organizational commitment as an intervening variable for members of the Bondowoso Regency Poverty Reduction Coordination Team. The population of this study was 250 employees, while the number of samples was 125 people using purposive sampling technique. The analysis technique used is the Structural Equation Model (SEM) using WarpPLS 5.0. 1. the results of data analysis indicate that the test results have a significant effect on the work environment on organizational commitment of 0.001; 2. the test results have a significant effect of employee competence on organizational commitment of 0.001; 3. the test results have a significant effect of the work environment on the performance of members of 0.001; 4. the test results have a significant effect of employee competence on the performance of members of 0.001; 5. the test results have a significant effect of organizational commitment on the performance of members of 0.009; 6. The indirect effect of the work environment on the member's performance variable through the intervening variable of organizational commitment is 0.079 with a significant level of 0.010; 7. The indirect effect of the employee competence variable on the performance of members through the intervening variable of organizational commitment is 0.065 with a significant level of 0.015.

Four-Day Workweek as Post COVID-19 Alternate Work Arrangement : The Mediating Role of Organizational Commitment

This study aimed to investigate the post-COVID -19 role of perceived work-life balance and organizational commitment as antecedents to intention to stay in a four-day workweek (FDWW) arrangement. Organizational commitment was hypothesized as a mediator between perceived work-life balance and perceived work engagement. A descriptive approach with a cross-sectional design was adopted for this study. PLS-SEM was used to predict the relationship amongst exogenous and endogenous constructs. Convenience sampling – the snowball method – was used for data collection; owing to COVID-19, this appeared to be the only viable method. The study conceptualized that with pandemic-induced realization about the importance and centrality of familial ties, the employees are likely to have a strong drive towards having a work-life balance. The study, therefore, investigated the significance of a four-day workweek as a post-COVID 19 alternate work arrangement. The findings from the study indicated that with the adoption of a four-day workweek, the organizations could expect greater employee commitment and intention to stay. Another dimension of the study focused on the impact of work engagement on intention to stay, mediated by organizational commitment. The study, based on f 2 values, pointed towards a significant role of work engagement in predicting variance in organizational commitment.

Analysis of the Effect of Organizational Commitment, Strengthening Supervision and Integrity Zone on the Performance of Police Officers at Tanah Laut Resort Police, South Kalimantan Regional Police

This study aims to analyze and determine the significant effect of organizational commitment, strengthening supervision and zone of integrity on the performance of police officers at the Tanah Laut Resort Police, South Kalimantan Regional Police, both simultaneously, partially, and with the dominant variable. This research design uses a quantitative approach with organizational commitment variables (X1), supervision strengthening (X2), integrity zone (X3), and police officer performance (Y). The population in this study were all 271 Police Officers at Tanah Laut Resort Police, South Kalimantan Regional Police with a total sample of 74 respondents using simple random sampling technique. Data analysis using Multiple Linear Regression analysis. The results of this study indicate that organizational commitment, strengthening supervision and zone of integrity have a significant simultaneous effect on the performance of Police Officers at Tanah Laut Resort Police, South Kalimantan Regional Police. Organizational commitment, strengthening of supervision and zone of integrity partially have a significant effect on the performance of the Police Officers at Tanah Laut Resort Police, South Kalimantan Regional Police, South Kalimantan. Integrity zones have a dominant influence on the performance of Police Officers at Tanah Laut Resort Police, South Kalimantan Regional Police.

Organizational Culture, Job Satisfaction, Organizational Commitment, and Its Effect on Intention to Leave

This study has the main goal of being able to analyze and explain how the influence of organizational culture, job satisfaction, and organizational commitment on employee intentions to leave the company, considering that after the covid-19 pandemic, many companies, especially retail companies, have changed their organizational culture. This research is an explanatory research type that uses a positivist approach, with quantitative methods. The data in this study were collected through a list of questionnaires distributed to respondents, and the respondents in this study were employees of three retailer companies in the city of Tomohon, namely: Cool Supermarket, Multimart, and Grand Central, each of which has 100 employees. This study uses the Partial Least Square (PLS) analysis technique. From the analysis results obtained indicate that the organizational culture variable has no significant effect on organizational commitment, but appears to have a significant influence on employee intentions to leave the company, then the resulting analysis obtains an overview that the job satisfaction variable also has a significant influence on commitment. organization, but did not show a significant effect on the desire to leave employees, as well as the organizational commitment variable which did not show a significant effect on the intention to leave employees.

The effect of motivation and commitment organization on employee performance

Performance means that work will occur in terms of quality as well as quantity achieved by an employee in carrying out his duties following the responsibilities given to him. In building good performance, the factors that are claimed to be important are work motivation and work discipline.
 The purpose of this study is to determine and analyze the effects of work motivation and organizational commitment on the performance of employees of PT. PLN (Persero) Bantar Gebang, Bekasi. This study uses the HRM theory related to employee performance, work motivation, and organizational commitment. The research uses quantitative methods using an associative approach. The sample used in this study means that 35 people use a saturated sample. Data collection techniques used are interviews and questionnaires consisting of validity and reliability tests. The data analysis technique used is the Multiple Linear Regression Test, and the Classical Estimation Test consisting of normality, multicollinearity, heteroscedasticity tests. The hypothesis consists of the origin of the t-test, f test, and coefficient of determination. The results of this study share that the work motivation variable (XI) has a positive and significant effect on the performance of employees of PT. PLN (Persero) Bantar Gebang, Bekasi, as evidenced by the t arithmetic value for the motivation variable (X1) as much as 2.740 and the value in the 5% distribution as much as 2.034 then t-count 2.740 > t-table 2.034 and also the value is significantly smaller than 0.05 (0.001 <0.05), meaning that there is a significant influence between motivation on employee performance. The calculated F value is greater than the F table value, namely F arithmetic 22.229 > F table 3.28 and also the value is significantly smaller than 0.05, namely 0.000 < 0.05. This means that the variables of motivation and work discipline together (simultaneously) have a positive and significant influence on employee performance originating that there will be a t-test with a t-count of five,431 while t-table is 2,005 and has a significant number of 0.000 <0.05 Ho is rejected. From the result of testing the work discipline variable (X2), it indicates that discipline has a positive and significant effect on the performance of PDAM Tirtanadi employees, Tuasan Medan Branch, as evidenced by the results of the t-test using t-count as much as 3.473 while t-table is 2.005 and has a significant number of 0.001 <0.05 Ho rejected, where F-count 92.868 > 3.18 F-table. Furthermore, the value of R Square in the regression model is 0.582, or 58.2% of employee performance is explained by the variables of work motivation (XI) and organizational commitment (X2), and 41.5% is explained by other factors not examined.

THE EFFECT OF COMPETENCY, WORK MOTIVATION, WORK DISCIPLINE AND ORGANIZATIONAL COMMITMENTS ON TEACHER PERFORMANCE

This study aimed to describe the variables of competence, work motivation, work discipline, organizational commitment and teacher performance. In addition, analyzed the effect of competency variables, work motivation, work discipline, organizational commitment simultaneously affects teacher performance. The population were 100 respondents from Bina Sari Maumere Catholic Foundation teachers and the sample taken were 80 respondents. Furthermore, analysis of linear were used as a technique of analysis. The results showed that competency, work motivation, work discipline and organizational commitment simultaneously affected teacher performance. Similarly, those variables partially influenced teacher performance and Competence had a dominant effect on teacher performance at the Bina Sari Maumere Catholic Foundation as conclusion competence has a dominant effect on teacher performance. Keywords: Competency; Work Motivation; Work Discipline; Organizational Commitment and Teacher Performance

Pengaruh Job Insecurity Terhadap Turnover Intention Dengan Komitmen Organisasi Sebagai Variabel Intervening Pada Karyawan Pt. Mitra Madura Dharma Abadi

The development of an increasingly advanced era requires every profit organization or company to always compete tightly with several aspects that are owned internally, for example, in the aspect of human resources, they must always adapt to technological developments, so from several phenomena that occur in a company, this research ends. raised various important issues in the company's performance in terms of human resources such as job insecurity in several companies which can have an impact on the performance and turnover intention of the human resources themselves so that there needs to be organizational commitment within the company, of course with some policies and solutions from the company management . This research was conducted by a method in accordance with the observations in the field, including by lifting the intervening variable organizational commitment that can only be used in quantitative research approach path analysis method, data were obtained from filling the questionnaire that has been distributed to the employees in PT. Madura Dharma Abadi Partners. The results of the study concluded that the job insecurity variable can have a direct effect on turnover intention and can also have an indirect effect through the organizational commitment variable with a significant level of 10%, the magnitude of the direct effect is 0.704 while the magnitude of the indirect effect must be calculated by multiplying the indirect coefficient (0.023). ) x (0.089) = 0.002047. Therefore, the results obtained are the direct effect is higher than the indirect effect

Role of Apparatus Competence, Organizational Commitment, Community Participation, Technology Use, and Transparency in Fund Management

The central government's efforts to accelerate village progress throughout Indonesia are evidenced by the distribution of the budget for village funds throughout Indonesia. So that village fund management accountability is an important thing to research, because it will have an impact on the achievement of development program plans.The purpose of this study was to determine and analyze the role of apparatus competence, organizational commitment, community participation, utilization of information technology and transparency, against decision village fund management. The population in this study were 247 village officials with a sample of 25% of the sample as many as 65 people. Analysis of the data in this study is Instrumental Test (Validity and Reliability), Classical Assumption Test, Regression Analysis and Hypothesis Testing is to use t test and F test. From the partial test results:partial hypothesis testing used t-test, obtained the value of tcount for variable Apparatus Competence (X1) of 2.687, tcount for the variable Organizational Commitment (X2) of 2.411, tcount for the variable Society participation (X3) of 2,620, tcount forthe variable Utilization of Information Technology (X4) of 2.181, tcount for the variable transparency (X5) of 2,552, with the ttable of 1,998 criteria used in this test. From these results it is known that all variables have a positive and significant effect on village fund management accountability. Furthermore, to test the significance of the multiple linear regression coefficient as a whole, the F test was used and obtained F count of 8,520 which means that village fund management accountability are jointly influenced apparatus competence, organizational commitment, community participation, utilization of information technology and transparency.

Effect of Moral Intentions, Organizational Commitment, Professional Identity and Grant of Reward for Disclosure of Fraudulent Behavior with Islamic Ethics and Cultural Organization Working as a Moderating Variable

This study aims to examine and determine the effect of moral intentions, organizational commitment, professional identity and rewards for disclosure of cheating behavior with Islamic work ethics and organizational culture as a moderating variable. This research is a quantitative research with a descriptive approach. The sample used in this study was employees of the Makassar Syariah branch of BNI. The total sample amounted to 72 using purposive sampling techniques. The data analysis method uses multiple regression and moderating regression analysis with the absolute difference value approach. The results of this study indicate that moral intentions, organizational commitment, professional identity and rewards have a positive and significant influence on the disclosure of fraud behavior. The results of research related to moderating variables, Islamic work ethics variables only act as moderating variables in the relationship of moral intentions to the disclosure of fraud behavior. Whereas variable organizational commitment, professional identity and rewards for disclosure of fraudulent behavior are not moderated by Islamic work ethics. Furthermore, the moderating variable of organizational culture is only proven to moderate the relationship of moral intention and also organizational commitment to disclosure of fraudulent behavior. Whereas professional identity and rewards are not moderated by organizational culture.

PENGARUH BUDAYA ORGANISASI DAN KOMITMEN ORGANISASI TERHADAP LOYALITAS ANGGOTA BUMDES DI DESA KUKUH WINANGUN

BUMDes is a vehicle for running businesses in the village, the problem that occurs in BUMDes in Kukuh Winangun Village is that the lack of member loyalty is caused by other choices that they think are better than BUMDes. The formulation of the problem and the purpose of this research is to determine the effect of organizational culture and organizational commitment on member loyalty. This research was conducted at BUMDes, Kukuh Village, Marga District, Tabanan Regency. The population in this study was the total number of BUMDes members in Kukuh Winangun Village, Marga District, Tabanan Regency, which amounted to 1,166 members consisting of 8 official banjars, 12 traditional villages, then a sample of 93 respondents was determined. The data analysis technique used is validity test, reliability test, classical assumption test, multiple linear regression analysis test, determination, partial (t) and simultaneous (f) significant test. Based on the results of the analysis, it was found that partially organizational culture (X1) has a positive and significant effect on member loyalty (Y). Partial organizational commitment (X2) has a positive and significant effect on member loyalty (Y). There is a simultaneous influence of organizational culture and organizational commitment variables on member loyalty. Suggestions that can be given to BUMDes in Kukuh Winangun Village are to improve and strengthen communication patterns between village institutions by holding regular monthly or quarterly meetings to discuss the development of BUMDes so that the development of BUMDes can be known by all parties in Kukuh Winangun Village.

The Impact of Supportive Leadership on Performance of Millennial Employees in Digital Era at Training Centre In Bandung: The Mediation Role of Organizational Commitment

Managing performance of millennials employee behavior is an integral component of sustainable organizational development and a challenge in the digital era. Many researches have been identified the antecedent factors of performance. The aim of this study is to find out supportive leadership as one of behavioral leadership style can be a predictor of employee performance with the mediating role of organizational commitment. This study uses the indicators from only one dimension of leadership, which there are some empirical gaps between the result of previous researches. The sampling of this study took 52 millennial employees of a teachers training center in Bandung. In assessing the empirical model this study used Partial Least Square Structural Equation Modeling (PLS-SEM) analysis. The results of this study lead to the supportive leadership has a positive and significant impact on organizational commitment, and organizational commitment has a positive and significant influence on employee performance. The effect of supportive leadership on millennial employee performance is mediated by organizational commitment. This study concludes that supportive leadership has an indirect effect on performance of millennial employees through the mediating variable of organizational commitment, implying that supportive leadership might indirectly improve performance of millennial employees through organizational commitment. The assumption is that if a leader is effective at supporting staff, there will be an increase in employee organizational commitment, and if commitment improves, there will be an increase in performance. This research is expected to have impact on the improvement of millennial employees’ performance by implementing a supportive leadership style in order to enhance the organizational commitment

호텔기업의 조직문화가 구성원의 조직몰입도에 미치는 영향과 임파워먼트의 매개효과 검증

The aims of this study is to analyze effects of organizational culture typology on organizational commitment and its mediating effect of empowerment in hotel industry through the structral equation modeling. How the influencing factors of empowerment differentiate between organizational culture typology and organizational commitment. The study adopted a questionnaire method in research of hotel industry in Seoul of Korea. Data were collected from 311 employees for empirical analysis. Technique used in analyzing data was SEM. Amos 24.0 program was applied in the analysis. Variables used in the research are summed up as follows. Influencing variables of organizational commitment, which are an exogenous latent variable, are consisted of developmental culture, rational culture, group culture, and hierarchical culture. Mediating variable is consisted of empowerment. Endogenous latent variable is consisted of organizational commitment. The study itself is consisted of four basic parts. The second chapter addresses the research scales and model for empirical study by reviewing previous related references. In the third chapter, empirical analysis on research models on organizational commitment, focusing on nested and revised models, will be implemented after suggesting methodology and study design for the research. The findings obtained from the analysis is discussed in the fourth chapter, closing with some short concluding remark. In conclusion, a series of causal factors, ie organizational culture typology has significant influence on organizational commitment and its mediating effect of empowerment.

THE INFLUENCE OF ORGANIZATION COMMITMENT AND COMPENSATION ON EMPLOYEE PERFORMANCE MEDIATED BY ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB)

Introduction: The purpose of this study is to describe and explain the influence between variables of Organizational Commitment, Compensation, Organizational Citizenship Behavior (OCB), and Employee Performance.Methods: This study includes quantitative and descriptive research. The sample in the study amounted to 50 employees taken using a saturated sampling technique. The data obtained are analyzed using path analysis.Results: The results of this study prove that there is a direct significant influence of organizational commitment and compensation on employee performance. In addition, the results of this study also prove that there is no indirect influence of organizational commitment on employee performance mediated by OCB and there is an indirect influence of compensation on employee performance mediated by OCB.Conclusion and suggestion: The company should focus more on increasing the direct influence of organizational commitment on employee performance.

The Influence of Visionary Leadership Style on Organizational Commitment of Private University Lecturers

Good leadership is one of the virtues that need to exist in an organization. In carrying out the roles, duties, and responsibilities, every leader has their leadership style. This study aims to investigate the effect of visionary leadership style on organizational commitment. The study used quantitative methods with ex post facto research. The investigation begins after the facts have already occurred, and the researchers do not control nor manipulate the variables studied. The population in this study consisted of 294 lecturers, with a sample size of 169 people. The instrument used in this research was a questionnaire. The data analysis utilized was simple linear regression analysis processed by the SPSS. Findings show that the variable visionary leadership style (X) positively influences the variable organizational commitment of private university lecturers in Banda Aceh City. The results obtained are tcount ttable or 8.741 1.974. In addition, there is a strong relationship or correlation between variables X and Y of 56% and the coefficient of determination (RSquare) of .314, indicating that there is an influence of the independent variable (visionary leadership style) on the dependent variable (organizational commitment) of 31.4%.

The Influence of Job Satisfaction and Organizational Commitment on Employee Performance Mediated by Citizenship Behavior

The objectives of this research are to analyze the effect of Job Satisfaction on Performance at PT BAS (Barumun Agro Sentosa), to analyze the effect of commitment to performance at PT BAS (Barumun Agro Sentosa), to analyze the effect of job satisfaction on performance at PT BAS (Barumun Agro Sentosa). Organizational Citizenship at PT BAS (Barumun Agro Sentosa), to analyze the effect of commitment to Organizational Citizenship Behavior at PT BAS (Barumun Agro Sentosa), to analyze the effect of organizational Citizenship Behavior on performance through PT BAS (Barumun Agro Sentosa), to analyze the effect of satisfaction work on performance through mediation of Organizational Citizenship Behavior at PT BAS (Barumun Agro Sentosa), to analyze the effect of commitment to performance through mediation of Organizational Citizenship Behavior at PT BAS (Barumun Agro Sentosa). This study uses an explanatory research approach. The sample in this study was PT BAS (Barumun Agro Sentosa). In this study, researchers used a sampling technique using simple random sampling, amounting to 97 people. Data collection techniques in this study using the interview method (interview), documentation, questionnaires. The data analysis technique in the study used path analysis using the SmartPLs application. From the data, the significant results obtained t the influence of the Job Satisfaction variable (X1) on Organizational Citizenship Behavior (Z) of tcount 3,728> ttable 1,985. This means that the relationship between the two variables is significant. Then the relationship between Job Satisfaction and Organizational Citizenship Behavior (b) has a coefficient value of 0.408 and t statistics value of 3.728> 1.985. This shows a significant relationship. Likewise, the relationship between the Organizational Citizenship Behavior variable on performance (c) has a coefficient value of 0.413 with a t statistics value of 3.385> 1.985 which means significant. Based on the findings above, it can be illustrated as follows, the relationship (c) and (d) is significant, while (a) is also significant, so the Organizational Citizenship Behavior can be a partial mediating variable between Job Satisfaction and Performance. The results of testing the fifth hypothesis show that the variable Organizational Commitment to Performance (a) has a coefficient value of 0.299 with a t statistics value of 2.747> 1.985. This means that the relationship between the two variables is significant. Then the relationship between the variable Organizational Commitment to Organizational Citizenship Behavior (b) has a coefficient value of 0.309 and a value of t statistics of 2.747> 1.985. This shows a significant relationship. Likewise, the relationship between the Organizational Citizenship Behavior variable on financial behavior (c) has a coefficient value of 0.383 with a t statistics value of 3.385> 1.985 which means significant. Based on the findings above, it can be illustrated as follows, the relationship (c) and (d) is significant, while (a) is also significant, so Organizational Citizenship Behavior can be a partial mediating variable between Organizational Commitment to Performance.

Empirical Analysis of Factors Impacting of Brain Drain and Turnover Intention Among SME Employees in Sichuan, China

The purpose of this study was to explore the reasons for the SME employee resignation and the cause issue, to analyze the mechanism of increasing employee retention rate through SME human resource strategy for the satisfaction of employee retention. The investigation of how dependent variable of turnover intention relates to independent variables of employee background, personal feeling, organizational commitment, job satisfaction, work embeddedness, and social influence among SMEs in Sichuan of China.