Anteseden dan Motivasi Kerja

Eka Kurnia Saputra


This research examines antecedent and consequent of work motivation. Variables in antecedent are perceived organizational support and job satisfaction, while variables in consequent are job performance and intention to leave. The respondent are 80 employees (civil servants) of Riau Archipelago’s mining and energy agency. The method used in this research is survey method, which uses questionnaire and it is distributed to the respondents.  The result indicates the perceived organizational support positively affects job satisfaction, work motivation positively affects job performance, and there is a  negative affects between work motivation and intention to leave. Job satisfaction is not affecting work motivation, perceived organizational support is not affecting motivation and job performance is not affecting intention to leave.


Intention to Leave, Job Performance, Job Satisfaction, Motivation, Perceived Organizational Support

Full Text:

PDF (Indonesian)


Agustina, H. (2012). Pengaruh Persepsi Dukungan Organisasi (Perceived Organization Support ) Terhadap Kinerja Dosen Melalui Motivasi Kerja (Studi Pada Sekolah Tinggi Ilmu Ekonomi- STIE Palangka Raya). Jurnal Sains Manajemen, 1(1)15–29.

Ahamar K. M. (2015). Job Satisfaction among Public and Private Undertakings. European Academic Research, III(8), 9393–9404.

Aldamoe, F. M. A., Yazam, M., & Ahmid, K. Bin. (2012). The Mediating Effect of HRM Outcomes (employee retention) on the Relationship between HRM Practices and Organizational Performance. International Journal of Human Resource Studies, 2(1), 75.

Amin, M. (2015). Relationship between Job Satisfaction, Working Conditions, Motivation of Teachers to Teach and Job Performance of Teachers in MTs, Serang, Banten. Journal of Management and Sustainability, 5(3), 141–155.

Aziz, N. N. A., & Ramli, H. (2010). Determining Critical Success Factors of Intention to Quit Among Lecturers : An Empirical Study at UiTM Jengka . Gading Business and Management Journal, 14(1), 33–46.

Bender, K. A., Donohue, S. M., & Heywood, J. S. (2005). Job satisfaction and gender segregation. Oxford Economic Papers, 57(3), 479–496.

Bonenberger, M., Aikins, M., Akweongo, P., & Wyss, K. (2014). The effects of health worker motivation and job satisfaction on turnover intention in Ghana: a cross-sectional study. Human Resources For Health, 12(1), 1-12.

Cascio, W. F., 2006, Global Performance Management Systems, h176-196, pada G.K. Stahl dan I. Bjorkman (eds.), Handbook of Research in International Human Resource Management. Northhampton : Edward Elgar Publishing, MA.

Eisenberger, R. and Huntington, R. (1986). Perceived Organizational Support. Journal of Applied Psychology. 71(3), 500-507.

Gibson, J. L., Ivancevich, J. M., James H. Donnelly, J., & Konopaske, R. (2012). Organizations: Behavior, Structure Processes. Fourteenth Edition. New York: McGraw-Hill

Halbesleben, J. R. B., & Wheeler, A. R. (2008). The relative roles of engagement and embeddedness in predicting job performance and intention to leave. Work and Stress, 22(3), 242–256.

Ilies, R., & Judge, T. A. (2004). An experience-sampling measure of job satisfaction and its relationships with affectivity, mood at work, job beliefs, and general job satisfaction. European Journal of Work and Organizational Psychology, 13(3), 367–389.

Ives, Y. (2008). What is “Coaching ”? An Exploration of Conflicting Paradigms. International Journal of Evidence Based Coaching and Mentoring, 6(2), 100–113.

Junak, J. A. (2007). E Effects of perceived organizational support on turnover intention through job satisfaction and organizational commitment. Unpublished Master’s thesis. Roosevelt University: Chicago.

Kaya, M. (2013). The effects of perceived organizational justice on police job satisfaction, job involvement and job stress: A case of a Turkish National Police. Dissertation. Spalding University. Louisville, KY: ProQuest LLC

Luthans, F. (2011). Organizational behavior an evidence-based approach 12th edition. Organizational behavior: an edivence-based approach. New York: McGraw-Hill

Nadeem, M., Ahmad, N., Abdullah, M., & Hamad, N. (2014). Impact of Employee Motivation on Employee Performance (A Case Study of Private Firms: Multan District, Pakistan). International Letters of Social and Humanistic Sciences, 36, 51–58.

Nasution, M. I. (2017). Pengaruh Stres Kerja, Kepuasan Kerja Dan Komitmen Organisasi Terhadap Turnover Intention Medical Representative. MIX: Jurnal Ilmiah Manajemen, 7(3), 407–428.

Noor, S. (2008). Examining the Relationship between Work Life Conflict , Stress And Turnover Intentions among Marketing Executives in Pakistan. International Journal of Business and Management, 3(11), 93–102.

Oliver, K. (2012). An Examination of the Relationships between Autonomous Motivation and Situational Constraints with Job Attitudes , Intention to Leave , and General Stress : A Job Demands-Resources Approach. Dissertations. Graduate School of Clemson University.

Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: A review of the literature. Journal of Applied Psychology, 87(4), 698–714.

Robbins, S. P; Judge, T. A. (2013). Organizational Behavior (15th ed.). New Jersey: Pearson Education.

Sajjad, A., Ghazanfar, H., & Ramzan, M. (2013). Impact of Motivation on Employee Turnover in Telecom Sector of Pakistan. Journal of Business Studies Quarterly, 5(1), 76–92.

Salehi, H., & Taghavi, E. (2016). Teachers attitudes towards job satisfaction and their students beliefs and motivation. International Journal of Research Studies in Language Learning, 5(2), 17–35.

Schermerhorn, J. R., Hunt, J. G., & Osborn, R. N. (2002). Organizational Behavior. 7th Edision. Amerika: John Wiley & Sons, Inc.

Singh, S., & Tiwari, V. (2011). Relationship Between Motivation and Job Satisfaction of the White Collar Employees:A Case Study. Management Insight, 6(2), 31–39.

Trevor, C. O., Gerhart, B. & Boudreau, J. W. (1997). Voluntary turnover and job performance: Curvilinearity and the moderating influences of salary growth and promotions. CAHRS Working Paper #97-03. Ithaca, NY: Cornell University, School of Industrial and Labor Relations, Center for Advanced Human Resource Studies.

Undang-Undang Republik Indonesia Nomor 23 Tahun 2014 tentang Pemerintahan Daerah. 30 September 2014. Lembaran Negara Republik Indonesia Tahun 2014 Nomor 244. Jakarta.

Westlund, S. G., & Hannon, J. C. (2008). Retaining Talent: Assessing Job Satisfaction Facets Most Significantly Related To Software Developer Turnover Intentions. Journal of Information Technology Management, 19(4), 1–15.



  • »

Jurnal Ilmiah Manajemen dan  Bisnis is abstracting & indexing in the following databases: 


Creative Commons License
Jurnal Ilmiah Manajemen Dan Bisnis is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.


ISSN 1693-7619 (print) | ISSN 2580-4170 (online)


View My Stats