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(Anders Dysvik and Bard Kuvaas )

EXPLORING THE RELATIVE AND COMBINED INFLUENCE OF MASTERY-APPROACH GOALS AND WORK INTRINSIC MOTIVATION ON EMPLOYEE TURNOVER INTENTION. (Anders Dysvik and Bard Kuvaas ). Edi Kuncoro & Irfan Helmy Persentasi Mata Kuliah Manajemen SDM, 20 Februari 2011. # Background.

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(Anders Dysvik and Bard Kuvaas )

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  1. EXPLORING THE RELATIVE AND COMBINED INFLUENCE OF MASTERY-APPROACH GOALS AND WORK INTRINSIC MOTIVATION ON EMPLOYEE TURNOVER INTENTION (Anders Dysvik and Bard Kuvaas) Edi Kuncoro & IrfanHelmy Persentasi Mata KuliahManajemen SDM, 20Februari 2011

  2. # Background • Replacing employee may be costly • Impede the quality, consistency and stability of service. • Increasing client dissatisfaction

  3. # Research Goals and Model MASTERY - APPROACH GOALS (OrientasiTujuanPekerja) EMPLOYEE TURNOVER INTENTION (NiatPekerjaKeluar) WORK INTRINSIC MOTIVATION (MotivasiKerjaIntrinsik)

  4. # Theory & Hypotheses Recent study • Lin and Chang (2005), Elliot (2005) • Deci & Ryan (2000) Hypothesis H1 : Mastery Approach goals > Employee Turnover Intention. H2 : Work Intrinsic Motivation > Employee Turn Over Intention H3 : Work Intrinsic motivation > Mastery Goal Toward Employee Turnove Intention.

  5. # Methodology • Sample • Random samping • 343 pekerja training diperusahansektorindustriNorwegia • 29% base operator 17% office function 10% manajerial

  6. # Methodology • Measure • Kuesioner • Variabel - Goal orientation (VandeWalle,1997) - Work Intrinsik Motivation (Kuvaas & Dyvsik, 2009) - Employee Turnover Intention (Kuvaas,2008) • VariabelKontrol : Gender, age, Position, education reason/orientation. • Analyses

  7. # Result • Acceptable reliability (0.84 to 0.92) • Regression • H1supported (MGA > ETI) • H2 supported (WIM > ETI) • H3 supported(MGA x WIM > ETI)

  8. # Conclusion • Mastery approach goals were related to employee intention turnover. • Work Intrinsic motivation were related to employee intention turnover. • Work intrinsic motivation were buffered on relationship between mastery approach goals and employee turnover intention.

  9. # Limitation • Demographic information • The data gathered at one point in time. • The reliance on Self-Reported Questionare. • Collinieritas bias • Lack of control : Job satisfaction & Organization Commitmen. • Actual Turn Over.

  10. “This findings may inform managers of awareness of the facilitation of work environment where intinsic motivation may emerge and/or be sustained to reduce empoyee turnover intention” Terimakasih

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