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

  February 25 – 26, 2014

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.

  There are several reasons showing why private lecturers possess intention to leave 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 instituti on‟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.

   Motivation of becoming lecturers are still low due to indecent system of remuneration.  In most of the private universities, policy management of the private lecturers is not well – socialized yet.  Some researchers have proved that the performance of the private lecturers is still beyond the acceptable standard.

  Identification and Formulation of the Problems

  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 foundati on‟s female lecturers in Indonesian Computer

  University? b. How is the correlation between recruitment model and work satisfaction of in he foundati on‟s female lecturers in Indonesian Computer University? c.

  How is the correlation between recruitment model and organizational culture in the foundati on‟s lecturers in Indonesian Computer University? d. How is the correlation between work satisfaction and organizational culture of in the foundati on‟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 foundati on‟s lecturers in Indonesian

  Computer University?

  Goals of the Research

  The following are contribution of the research:

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

  Operational Benefits

  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

  c.

  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.

  b.

  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.

  Contribution for the Knowledge Development a.

  Contribution of the Research

  The following are goals of the research: a.

  To measure the effect of recruitment model, work satisfaction, and organizational culture towards the turn over intention of in the foundati on‟s lecturers in Indonesian Computer University.

  e.

  To analyze the correlation between work satisfaction and organizational culture in the foundation ‟s lecturers in Indonesian Computer University.

  d.

  To analyze the correlation between recruitment model and organizational culture in the foundation ‟s lecturers in Indonesian Computer University.

  c.

  To analyze the correlation between recruitment model and work satisfaction of in the foundati on‟s lecturers in Indonesian Computer University.

  b.

  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.

  1) Contributing consideration for the management and organizers of the 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 st the educational service at the 21 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 instituti on‟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 standard or International Accreditation Association, ISO-9000 ”.

  Under the framework trend of the higher education system as discussed above, the roles of lecturers become significant. The importance of the function and position of the lecturers in increasing the quality of the manifestation of

  “Tridharma Perguruan Tinggi” (Three Deeds of Higher Education Institution), can be explained as follows: First, lecturers are persons, based on their education and expertise, that are employed by the higher education institution provider with the following main jobs: teaching, conducting research and community service. Second, lecturer s‟ professional competence portrayed in the form of effective performance is conducive main element of the smoothness of the instituti on‟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 lecture rs‟ 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 instituti on‟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 pe rsons‟ choice. If lecturers feel they are not convenient with the condition in the concerned organization, such person 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 per son‟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 turnover intention:

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 employee s‟ 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.

  While turnover intention refers to the intention of an employee looking for alternative 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.

  The test of reliability is done using Cronbach ‟s Alpha and coefficient Wert-Linn 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 organizati on‟s atmosphere is also sufficient. This is understood because the need and values are factors difficult to predict by the organization.

  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.

  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

  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

  sig.) Note: 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 satisfaction they already obtained.

  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

  sig.) Note: 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

  sig.) Note: 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 is positive and significant correlation between work satisfaction and organizational culture as much as 0.42.

  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 high classification. It means that the 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 lecture rs‟ 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 relation to that, the writer proposed the following matters for the management to do:

   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 lecture rs‟ 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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