PERAN FAKTOR INDIVIDU DAN ORGANISASIONAL DALAM INTENSI TURNOVER DENGAN MEDIATOR JOB EMBEDDEDNESS

Turnover has become a special issue in many previous research, since its effect on the organizational performance & cost. A recent theory has focused on any factors that keep an employee stay in organization, this contruct is called job embeddedness. The purpose of this research is to examine how job embeddedness influence turnover intention among employee and how the role of organizational factors, i. e : leader member exchange, team member exchange, job characteristic, and individual factors, i.e. psychological capital, in predicting job embeddedness. The participants in this research were the employess in one of mining company in Indonesia who have been working in the companies more than 1 (one) year. The research were conducted using survey method, by asking 99 participants to fill in the self report questionnaire. The data was analyzed using path analysis using LISREL 9.10 for student. This analysis was used to test the causal effect between more than 2 variables, i.e. direct effect, indirect effect, and the role of intervening variable (mediator). The result of this research showed job embeddedness mediated the negative relationship between team member exchange and turnover intention. This research also revealed that job embeddedness mediated the negative relationship between perceived job characteristic and turnover intention. However, in contrast with some previous research, job embeddedness didn�t mediate the negative relationship among leader member exchange and psychological capital with turnover intention. This study give some practical dan theoretical implication