EFFECT OF COMPENSATION, CAREER DEVELOPMENT AND COMMITMENT TO INTENTION TO LEAVE EMPLOYEES PT. SEMARANG APPAREL WITH WORKING LIFE SATISFACTION AS AN INTERVENING VARIABLE

Abstract

The problems faced by PT. Semarang Garment is the high rate of turnover caused by the
high number of employees leaving the PT. Garment Semarang. The high intention to move
employees (intention to leave) is generally thought to be influenced by their life satisfaction as a
result of lower employee working situations companies allegedly as compensation, career
development and low commitment.
The purpose of this study was to analyze the effect of compensation, career development
and a commitment to work-life satisfaction and intention to leave employees in sewing PT.
Garment Semarang.
This study uses compensation, career development and commitment as an independent
variable, work-life satisfaction as an intervening variable and intention to leave as the dependent
variable. The sampling technique was by purposive sampling. The samples used were 87
employees of the sewing PT. Garment Semarang. The analysis method used is quantitative
analysis, including descriptive statistical analysis, and path analysis.
Based on test results, compensation, career development and commitment to influence the
working life satisfaction and intention to leave employees in sewing PT. Garment Semarang.
Based on the analysis of these pathways can be seen that the path of least effect on intention to
leave is the compensation path towards intention to leave through the satisfaction of working life.
Key words: compensation, career development, commitment, work-life satisfaction, intention to
leave.