Kepuasan Kerja Adalah Peramal Kepada Keinginan Berhenti Kerja Secara Sukarela: Satu Kajian di Sebuah Penguasa Tempatan

Authors

  • Azman Ismail Universiti Malaysia Sarawak
  • Cindy John Universiti Malaysia Sarawak
  • Ali Boerhannoeddin Universiti Malaysia Sarawak
  • Osman Md Rasip Universiti Malaysia Sarawak
  • Wan Khairuzzaman Wan Ismail Universiti Teknologi Malaysia

Abstract

Organizational behaviour literature reports that many earlier studies describe the internal dimensions of job satisfaction are namely intrinsic and extrinsic job satisfaction. Surprisingly, the study conducted recently revealed that high levels of job satisfaction are able to reduce the desire of workers to resign from work. The nature of this relationship is important; however the role of job satisfaction as a predictor of desire to quit their job is less emphasized in the job satisfaction model. Therefore, this study was conducted to measure the effects of job satisfaction on employee desire to quit working by using 150 survey questionnaires which were collected from employees who worked at Kota Kinabalu City Hall, Sabah, Malaysia. The results of ‘stepwise’ regression analysis reveal two important findings: firstly, intrinsic job satisfaction is not significantly correlated with the desire of workers to quit. Secondly, extrinsic job satisfaction has a significant relationship with the desire of workers to quit. The findings confirmed that high level of intrinsic job satisfaction were unable to reduce the desire of workers to quit work. In contrast, high levels of extrinsic job satisfaction are able to reduce the desire of workers to quit work. Next, discussion and implications of the study are described in this paper.

Literatur gelagat organisasi melaporkan bahawa kajian dahulu banyak menghuraikan dimensi dalaman kepuasan kerja, iaitu kepuasan kerja intrinsik dan kepuasan kerja ekstrinsik. Agak mengejutkan apabila kajian yang dilaksanakan baru-baru ini mendedahkan bahawa tahap kepuasan kerja yang tinggi berupaya mengurangkan keinginan pekerja untuk berhenti kerja. Sifat perhubungan ini adalah penting, tetapi peranan kepuasan kerja sebagai peramal keinginan untuk berhenti kerja adalah kurang diberi penekanan dalam model kepuasan kerja. Oleh itu, kajian ini dilaksanakan untuk mengukur kesan kepuasan kerja ke atas keinginan pekerja untuk berhenti kerja menggunakan 150 borang soalselidik yang telah dikumpul daripada pekerja yang berkhidmat di Dewan Bandaraya Kota Kinabalu, Sabah, Malaysia. Keputusan analisa regresi “stepwise†menunjukan dua dapatan penting: pertama, kepuasan kerja intrinsik tidak mempunyai hubungan yang signifikan dengan keinginan pekerja untuk berhenti. Kedua, kepuasan kerja ekstrinsik mempunyai hubungan yang signifikan dengan keinginan pekerja untuk berhenti. Dapatan kajian ini mengesahkan bahawa tahap kepuasan kerja intrinsik yang tinggi tidak berupaya untuk mengurangkan keinginan pekerja untuk berhenti kerja. Sebaliknya, tahap kepuasan kerja ekstrinsik yang tinggi berupaya mengurangkan keinginan pekerja untuk berhenti kerja. Seterusnya, perbincangan dan implikasi kajian turut dihuraikan dalam kertas kerja ini.

 

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2017-04-06

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