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Intrinsic Motivation and Affective Commitment as Influential Factors in Overcoming Employee Turnover Intention
Ary Ferdian, Joko Wahjuadi, Bachruddin Saleh Luturlean, Natasya Baby Suchita, Ayu Nur Ramadhani

Telkom University


High employee resignation rate can harm the company. The loss of an accomplished employee will cause the company to lose valuable assets, consumers, and spend a high cost of recruiting back. This research will test the direct and indirect influence of work motivation and the affective commitment to the employees intention to resign. Research is conducted against employees from various industrial backgrounds in West Java and Jakarta. The number of questionnaires were deployed by 350 and obtained 200 pieces filled and usable. To measure the indirect influence of use of line analysis with SPSS. The results showed that the motivation of work had no significant influence on the intention of resigning. While the affective commitments influence significant negatives towards the intention to withdraw. Thus the motivation of work cannot be used to predict the intention of the employee to withdraw. Companies should identify other aspects that could make employees to not have the desire to move work. On the other hand employees who have emotional bonds have a tendency to last longer. Therefore, corporate policies and programs can be directed to actions that may arouse employees emotional bonds to the organization

Keywords: Intrinsic motivation, affective commitment, turnover intention

Topic: Organizational Behavior, Leadership and Human Resources Management


Conference: The 4th Global Conference on Business, Management and Entrepreneurship (GCBME 2019)

Plain Format | Corresponding Author (Arif Prasetio)

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