The Effect Of Job Satisfaction And Organizational Commitment On Turnover Intention With Person Organization Fit As Moderator Variable


  • Eko Nur Pratama Universitas Teknokrat Indonesia
  • Emi Suwarni Universitas Teknokrat Indonesia
  • Midiana Astuti Handayani Universitas Teknokrat Indonesia



job satisfaction, organizational commitment, Person organization fit, turnover intention


This study aims to examine and analyze the effect of job satisfaction and organizational commitment on turnover intention with person organization fit as a moderating variable on employees of PT Febri Dharma Mandiri. This research is a descriptive research with a quantitative approach. In this study, data were collected using a questionnaire as many as 123 respondents. By reducing the outlier data, the amount of data that can be processed is 109 data. Data analysis used multiple linear regression analysis and Moderated Regression Anlysis (MRA). The results of multiple linear regression analysis show that job satisfaction and organizational commitment partially have a negative and significant effect on turnover intention. Moderated Regression Analysis (MRA) shows that Person organization fit is not able to moderate job satisfaction on turnover intention, while Person organization fit is able to moderate organizational commitment to turnover intention. This study aims to determine the effect of job satisfaction and organizational commitment on turnover intention with person organization fit as a moderating variable on employees of PT Febri Dharma Mandiri. Respondents in this study amounted to 123 employees and data that can be processed amounted to 109 data. Based on the data that has been collected and the tests that have been carried out on the problem using multiple linear regression models and MRA (Moderated Regression Anlysis).


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How to Cite

Pratama, E. N., Suwarni, E., & Handayani, M. A. (2022). The Effect Of Job Satisfaction And Organizational Commitment On Turnover Intention With Person Organization Fit As Moderator Variable. APTISI Transactions on Management, 6(1), 74–82.