Effect of lectures' recruitment model, work satisfaction and organizational culture toward turnover of lectures (case study : female lectures at Indonesia Computer University)

THE 2

ND

INTERNATIONLAL CONFERENCE ON COMMUNICATION,

MEDIA AND SOCIETY 2014

(iCOMES2014)

BANDUNG, INDONESIA

Proceeding

Theme : Media, Gender and Culture

Effect of Lectures’ Recruitment model, Work Satisfaction and Organizational Culture towards Turnover Intention of Lecturers

(Case Study: Female lectures at Indonesia Computer University)

Dr. Ir. Eddy Soeryanto Soegoto

Abstract

One of the main problems in Private Universities in Indonesia is turnover intention. In this

paper, the writer tries to reveal the underlying problems of it. In order to solve this problem,

the writer conducted a study among the female lecturers in Indonesian Computer

University Bandung. The method that the writer employed in this research is survey method,

namely descriptive survey. In testing the hypothesis, the writer uses a statistical procedure,

namely the structural equation modeling, with the help of the LISREL program used to

analyze the data. In this research, the writer employed 127 respondents. The result of the

research divulges some factors causing the turnover intention among the lecturers, namely

recruitment model employed by respective institution, work satisfaction and

organizational culture. Furthermore, there is significant correlation between the

recruitment model and the lecturer’s job satisfaction and between the recruitment model

and organizational culture as well as between the job satisfaction and the organizational

culture. Moreover, the recruitment model, job satisfaction and organizational culture both

simultaneously and partially have a significant effect on the turnover intention.

Keywords: Recruitment Model, Work Satisfaction, Organizational Culture, Turnover Intention

Background of the Research

Becoming a lecturer at private universities brings about several consequences in

relation to the life‟s future since history has proved that mostly the lecturers do not

obtain sufficient salary. That is why, working as a lecturer in private higher education

institution become uninteresting work in Indonesia. For those who have been in the system,

they cannot generate maximum capability and expertise due to the several reasons, one of

which is financial insufficiency because of small amount of salary.

their jobs, some of them are as follows:

 Because of the small amount of salary, lecturers tend to leave the job to find other

higher education institutions in order to obtain higher salary or to terminate their jobs

as lecturers in order to find other jobs outside the education world

 Bargaining power‟s position of private higher education institution‟s lecturers is

weaker compared to the lecturers at the state higher education institution.

 Up to now, there is no any single legal institution yet for the private higher education institution‟s lecturers to share and solve their problems mentioned above, such as

KORPRI (legal organization of the government employees in Indonesia)

 The existence of the private higher education institution‟ lecturers depends solely on  the private higher education institution‟ s foundation that organize the institution. In  other words, the owner of the institution plays an important role in recruiting lecturers

that will be employed in their institution.

The following are the formulation of the problems of the research:

a. How is the level of the recruitment model, work satisfaction, organizational culture

and turn over intention of the foundation‟s female lecturers in Indonesian Computer

University?

b. How is the correlation between recruitment model and work satisfaction of in he

foundation‟s female lecturers in Indonesian Computer University?

c. How is the correlation between recruitment model and organizational culture in the

foundation‟s lecturers in Indonesian Computer University?

d. How is the correlation between work satisfaction and organizational culture of in the

foundation‟s lecturers in Indonesian Computer University?

e. How much is the effect of recruitment model, work satisfaction, and organizational

culture towards the turn over intention of in the foundation‟s lecturers in Indonesian

Goals of the Research

The following are goals of the research:

a. To know the level of the recruitment model, work satisfaction, organizational culture

and turn over intention of the foundation‟s lecturers in Indonesian Computer

University.

b. To analyze the correlation between recruitment model and work satisfaction of in

the foundation‟s lecturers in Indonesian Computer University.

c. To analyze the correlation between recruitment model and organizational culture

in the foundation‟s lecturers in Indonesian Computer University.

d. To analyze the correlation between work satisfaction and organizational culture

in the foundation‟s lecturers in Indonesian Computer University.

e. To measure the effect of recruitment model, work satisfaction, and organizational

culture towards the turn over intention of in the foundation‟s lecturers in Indonesian

Computer University.

Contribution of the Research

The following are contribution of the research:

Contribution for the Knowledge Development

a. Theoretical benefit: the writer expect that these findings will contribute towards the

knowledge development of organizational culture, and educational management in

Indonesia. Furthermore, it is expected it can add reference in the field of

organizational culture and human resource management.

b. Practical benefit: the writer expect that these findings can inform beneficially to all

parties involved in the management of human resource, especially in managing

recruitment, work satisfaction, organizational culture and turn over intention.

c. Benefit for Researcher: the writer expect that these findings can encourage further

research on individual behavior, in managing human resource, especially in

overcoming turn over intention of the lecturers in the future considering other variables

affecting problems that have not been studied yet

Operational Benefits

Practically, this research‟s result will contribute benefits for the related parties as follows:

privateuniversities in handling the problems of turnover intention in the lecturers.

2) Contributing useful information for the management parties in educational service

sector, and as input to apply model of turnover occurring in educational field,

specifically private universities.

Study Literature

Based on the previous study, it has been known before that private universities, with

all potentiality and encumbered mission, are demanded to be able to place in fast changing

strategic contextual environment. In relation to that, Ria Ratna Ariawati (2003) stated that

“The present educational world is demanded to be capable to present educational service in accordance with the need of society directing into globalization. Furthermore, she said that

the educational service at the 21st era should be different with the previous periods. In the

past, educational provider was still simple and was not demanded fully by the users, namely

students. Accordingly, at present every educational provider possesses mission resulting

ready-to-work graduates instead of ready-to be-trained merely. Bearing the mind the

following considerations, the term of ready-to-work include: (1) There is harder competition

for the current graduates among state, private and overseas affiliation graduates who also find

jobs in the country; (2) The fact says that there are no 100% graduates who directly can

meet the demand of the end users. This occurs due to the limited budget to realize the

planned students‟ activities resulting insufficient capability of the students to work in a real

working world; and (3) The emerging need to internationalize the higher education

institution‟s accreditation system which, in fact, has not been fulfilled by the current National

Accreditation Board (BAN) as a matter of fact globalization and AFTA in 2003 has already

given an impact. Accordingly, the prospective BAN should refer to the ASEAN evaluation

higher education institution provider with the following main jobs: teaching, conducting

research and community service. Second, lecturers‟ professional competence portrayed in the

institution‟s mission. It conveys the meaning that the availability of various devices and

completing process of educational system will not guarantee if there are no qualified lecturers

yet.

More qualified capability in managing and developing the higher education institution

have become more and more important, including the usage of modern managerial

principles possessing high quality. In the point of view of the owner and provider of the

higher education institution, quality management system basically contains continuous

improvement for the system concerned.

Becoming lecturers should meet the necessary qualification in order to be able to

deliver their knowledge to their students. The existence of the competent and qualified

lecturers will enable more easily the process of transferring the science and technology to the

receivers so that the students can apply those in pursuant to their respective capability and

major. Because the lecturers‟ performance will have direct impact on the attitude,

behavior, and perception of the students as stated by Khoe Yau Tung (2002:126) that

“Lecturers will give direct impact on the development of intellectual exercise of the students” As the roles of lecturers are important in the process of education, the higher

education institution‟s provider should pay attention much on the existence of the lecturers.

Some of features that should be considered are job fit, work satisfaction, organizational

culture and turn over intention. Some theories reveal the correlation between the recruitment

model and work satisfaction and even show the causal influence among them.

Moreover, the recruitment model, as a matter of fact is a significant factor to achieve

the professionalism of the lecturers in implementing their jobs. Due to that reason, the

organization should pay attention seriously on the process of selection and recruitment of the

prospective lecturers. If there is no convenience between individual characteristics and the

profession within a certain lecturer, this will create the high tension and stress. Accordingly,

work dissatisfaction will emerge. This condition brings about the person concerned will

leave out the job. Goldstein & Rockart, 1991 (in Rasch, Ronald & Andrian Hareell

(1999: 15) that individual characteristics, namely work characteristics and individual ones

have correlation with the turnover intention as implemented in the actual assignment of the

job.

Beside that, the characteristics of the organization where the lecturers works will

affect them. If this happens, such condition is in fact those persons‟ choice. If lecturers

will tend to leave the job. On the contrary, if that person feel there is convenience with the

institution where they work; this will influence towards his or her motivation, work

satisfaction and effectiveness in the actual jobs. Research done by Caldwell and O‟Reilly

(1993:648) support that statement. Their research shows that the level of fit between the

individual and the work is a significant factor in estimating the trend of the workers to leave

out the organization concerned. Similarly, Premack & Wanous (1995:712) in a

experiment of meta analysis concludes that a person‟s choice of a certain job is affected by

the preliminary knowledge towards such job itself. Posner, Kouzes and Schmidt (in

Premack & Wanous, 1995:709) concludes that a manager that possess high fit with the

company where he works, he shows willingness to work in the same company for five years.

The following diagram delineates the expectation of effect of recruitment and

organizational culture towards turnover intention:

Figure 5.1 The Effect of The Recruitment model and Organizational Culture towards Turnover Intention

The relationship between organizational culture and turnover intention is another

significant matter. Organizational culture refers to the degree to which employees believe in

and accept organizational goals and desire to remain with the organization (Mathis and

Jackson (2004:920). Based on the explanation above, the following diagram delineates the

expectation of the influence of work satisfaction and organizational commitment towards

Figure 5.2 The Effect of Work Satisfaction and Organizational Culture towards Turnover Intention

Research Methodology Method

This study employs economic sciences approach, focusing on human resources

management and organization behavior as well as educational management concerning

attitude and behavior of the lecturer and studying aspects of work fit, work satisfaction, and

organizational culture in the effect on the turnover intention. Survey and grounded research

is used. Unit of analysis in this research is female lecturers at Indonesian Computer

University Bandung.

Operationalization of Variables

In this research, there are four variables studied, namely 1) recruitment model, 2)

work satisfaction, 3) organizational culture, and 4) turnover intention . The

suitable recruitment model is convenience between individual characteristics and job ones

needed in order to obtain superior performance covering: knowledge, ability, skills,

personal needs, values, personality traits and interest. (Bowen, et. al.,1997: 37).

Work satisfaction means employees‟ perception towards how their work gives

something important as an expression of satisfactory feeling. There are five dimensions of

work satisfaction, namely satisfaction against work condition, salary, promotion,

supervision and partner Gibson, Ivancevich, Donnelly (1994: 121).

Organizational culture refers to the culture underlying behavior of the organization in

attempting to meet the goals of organization and intention to keep staying in that

organization.

work in other places and has not been implemented in a actual behavior. To measure this,

Pasewark and Strawser‟s opinion is used (1996:104), namely: (1) How much

interesting the current work is; (2) The availability of other alternative works in the near time

less than 3 months (3) The availability of other alternative works in the near future.

Sampling Technique

The writer uses both primary and secondary data which were collected from

respondents using the questionnaire and structured observation. Model testing developed in

this research is by using procedure of structural equation modeling (SEM).

Population

Population used in this study are female lecturers in Indonesian Computer

University, namely 127 lecturers.

Sample

Method of sampling employed in this study is census that is why all 127 lecturers

were selected as respondents.

Data Collection Technique

The writer used questionnaire, observation and interview guidance as the instruments

of data collection. The questionnaire are given to all respondents. Closed questions are used

in this questionnaire and the options are given using Likert scale model. Structured

observation is also conducted in the field.

Data Test of Validity and Reliability

Prior to the instruments used to gather the data, test of validity and reliability are

conducted . The test of validity uses Pearson correlation. The value of the correlation is then

compared to the critical value (value from the Pearson correlation table). The instruments are

valid when the value of the correlation from the research is positive and bigger than the

critical value. Result of the validity test of the instrument consisting 80 items exceeds the

lower limit of correlation coefficient 0.4140. This result shows that the instruments has

high validity, it proves that the data collected is valid.

Joreskog. The conclusion is that all items explaining recruitment model variable is valid

because the value of t of the question items is above than 1.68 and alpha coefficient is as

much as 0.8315, with standardized item alpha as much as 0.8289. The alpha value of

work satisfaction is as much as 0.9042; the organizational culture as much as 0.8612 and the

turnover intention as much as 0.8482. Accordingly, all items of the test is reliable since

the t value > 1.68 and coefficient of Cronbach’s Alpha > 0,70.

Method of Analysis

Primary data gathered from the questionnaire and the interview are processed

through four phases, namely coding, editing, processing data, and then analyzing. Data from

the questionnaire has ordinal value. Technique of analysis is descriptive analytic and

structural equation modeling (SEM).

Descriptive analysis is used to describe each variable so that the readers know about

high and low level of the recruitment model, work satisfaction, organizational culture and

turnover intention of the lecturers. Structural equation modeling (SEM) is used to analyze

relationship among one latent variable with another one known as structural equation. The

tool of analysis uses LISREL program (Linier Structural Relationship). To conduct analysis

using LISREL, the writer needs data whose scale is minimally interval. Therefore, for the

sake of the analysis, the data is then transformed from ordinal into interval using successive

intervals method (MSI).

Research Results

Result of Research Description

The following is the research description:

1. Recruitment model of the lecturers in the private universities is included into high

classification, meaning that the current jobs as lecturers have been in accordance with

their characteristics. The fit of capability, skill, and interest with the characteristics of the

job shows good. Moreover, the fit for knowledge and basic needs, such as affiliation,

power, achievement is sufficient. This can be explained because the majority of them are

S1 (bachelor) graduate. Furthermore, the indicator of the need fulfillment and values

followed by each individual with the organization‟s atmosphere is also sufficient.

This is understood because the need and values are factors difficult to predict by the

2. 2. Work satisfaction is classified sufficient. It means that the level of the lecturer‟s work

satisfaction functions as correspondence between expectation, aspiration, need, and how

far the organization can fulfill the need and adapt the expectation and aspiration.

3. 3. Organizational culture is classified high. It conveys the meaning that the

organizational culture is an important factor affecting the willingness of the lecturers to

work or join the organization concerned.

4. 4. The turnover is included in sufficient classification. This is proved with the high response towards the question asking them if there is other alternative work outside the

current institution. Generally, the turnover intention is more triggered by the availability

of other alternative works outside the current institution.

Hypothesis Testing

a. First Hypothesis Testing

Result of statistic calculation using LISREL to conduct the first hypothesis testing

concerning the correlation between Recruitment model and Work Satisfaction is

presented in Table 7.2.1. below.

Tabel 7.2.1

The correlation between Recruitment model and Work Satisfaction

Note: sig.) Significant Level at alpha = 0.05

Table 7.2.1 shows the recruitment model has significant correlation with work

satisfaction. Accordingly, the degree of association between the two variables can be

measured using coefficient of correlation. Furthermore the correlation between

recruitment model and work satisfaction is as much as 0.30 showing positive correlation.

Thus it can be concluded that a lecturer who feel convenient with type of work and work

environment will reach work satisfaction. On the other side, lecturers who have got sufficient

work satisfaction will create convenience with the work as a for of self adjustment due to the

b. Second Hypothesis Testing

Result of statistic calculation using LISREL to conduct the second hypothesis

testing concerning the correlation between Recruitment model and Organizational Culture

is presented in Table 7.2.2. below

Table 7.2.2.

Correlation between Recruitment model and Organizational Culture

Note: sig.) Significant Level at alpha = 0.05

Table 7.2.2 shows the recruitment model has significant correlation with

organizational culture. Accordingly, the degree of association between the two variables can

be measured using coefficient of correlation. The second hypothesis testing show that there is

positive and significant correlation between recruitment model and organizational culture as

much as 0.20. This is suitable with the opinion with Sims & K Gaen Kroeck (1994) stating

that „When a person determines career that he or she will undergo, so the next thing to do is

to determine the organization as a place where to work in future.

c. Third Hypothesis Testing

Result of statistic calculation using LISREL to conduct the third hypothesis

testing concerning the correlation between Work Satisfaction and Organizational

Culture is presented in Table 7.2.3. below.

Table 7.2.3.

Correlation between Work Satisfaction and Organizational Culture

Note: sig.) Significant Level at alpha = 0.05

Table 7.2.3 shows work satisfaction has significant correlation with

organizational culture. Accordingly, the degree of association between the two variables

can be measured using coefficient of correlation. The third hypothesis testing show that there

much as 0.42.

d. Fourth Hypothesis Testing

This fourth hypothesis testing is done to conduct testing the effect of recruitment

model, work satisfaction, organizational culture simultaneously and partially towards the

turnover intention. The calculation result is shown in Table 7.2.4.

Table 7.2.4.

The Effect of Recruitment model, Work Satisfaction, and Organizational Culture Simultaneously and Partially towards the Turnover Intention

Note : sig. = Significant Level at alpha 0.05

Table 7.2.4 reveals that the path coefficient of the three variables show significant.

Recruitment model, Work Satisfaction, and Organizational Culture show negative effect and

significant towards the Turnover Intention simultaneously and partially at the level of

significance 0.05 (5%). Significance from those three path coefficient shows that value

of t for those three paths respectively as much as -1.98; -

3.28; and -7.35 is bigger than the critical value of t 1.942.

Result of the research shows that simultaneously the effect of recruitment model, work

satisfaction, and organizational culture towards turnover intention is 29%, while the

remainder is 71% due to other factors outside this study as well as partially organizational

culture shows effect on turnover intention is as much as 0.38, work satisfaction as much as

0.27, and the smallest effect is recruitment model as much as 0.16.

Conclusion and Recommendation Conclusion

From the previous analysis that has been conducted, the writer draws conclusion as

follows:

a. Descriptive Parts

 The work satisfaction includes in the sufficient classification and indicators of

controling and promotion have been implemented by the institution well.

organizational culture shows significant to the turn over intention.

 Turnover intention of the lecturers includes in sufficient classification. This is

known form the high response on item questioning the availability of alternative

works outside the current institution.

b. The correlation between recruitment model and work satisfaction is significant and

positive. It means that if the lecturers‟ recruitment is correct and convenient, the

person concerned will possess high work satisfaction as well.

c. The correlation between recruitment model and organizational culture is significant and

positive. It means that if a person has been selected correctly, the person concerned can

follow the organizational culture as well.

d. The correlation between work satisfaction and organizational culture is significant and

positive. It means that if a person has high work satisfaction, the person concerned

will shows high relevance to the organizational culture as well

e. The effect of recruitment model, work satisfaction and organizational culture towards

turnover intent is significant and negative. It means if a person possesses high job fit,

work satisfaction and organizational culture relevance, the person concerned will

have low turnover intention

Recommendation

Based on the above conclusion, the writer proposes the following recommendations.

Recommendation for Private University Management

1. Since there is correlation between the recruitment model, work satisfaction, and  organizational culture; it proves that those three aspects complement each

other within the organization. To enhance the synergy of the organziation, the writer

suggests the following matters to the management as follows:

 It is necesssary to pay attention to those three aspects because they are important aspects in relation to the management of the human resources, namely lecturers.

 Conduct re-study of those three aspects periodically to view the effectivitenes of

the system concerning those three factors.

 Those three aspects should be managed simultaneously.

2. Since the factors that affect the turnover intention has been proved hypothetically correct,

the management can use this study in order to comprehend those factors. Furthermore, in

 Optimizing the application of all dimensions of job fit to every lecturer by means of : increasing the expertise of the lecturers thorugh further study;

participating in training activities; responding actively towards the lecturers‟

problems concerning the need of affiliation and their personal values; analyzing

factors influencing the lecturers‟ work satisfaction and minimizing the factors

influencing the dissatisfaction;

 Optimizing the organizational culture relevance of the lecturers by motivating the

lecturers to be more involved in the organization.

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