FindingsTable II [Figure omitted. S

Findings

Table II [Figure omitted. See Article Image.] identifies descriptive statistics for each item and each of the 18 scores. The highest mean scores were found in the individual measures: (S1) Initial intention, commitment, and satisfaction (M =4.31), S18 Developed Intention, commitment, and satisfaction (M =4.25), and S4 Career decision-making self-efficacy (M =4.13). The lowest score was found within S13 Career integration (M =3.17). Based on the paired samples t -test, S1 Initial intention, commitment, and satisfaction was significantly higher than S18 Developed intention, commitment, and satisfaction (M =0.077; SD=0.668; t =2.117; df=333; p =0.035).

Turnover in the three retail organizations was 9.3 percent. Of the 49 managers who had left, five had been in the organization less than three months at the time the first survey was disseminated; those five did not return Part 2 of the survey. Based on the logistic regression, Table III [Figure omitted. See Article Image.] identifies that when each of the four integration scores were entered into the logistic regression model along with initial intentions, goals, commitment, and satisfaction (S1) and career decision-making self-efficacy (S4), one score - performance integration (S7) - was significantly related to turnover. More specifically, managers who scored higher in performance integration were 23.0 percent more likely to stay. But when the single score, overall integration, together with initial intentions, goals, commitment, and satisfaction and career decision-making self-efficacy were entered, overall integration was the only variable significantly related to turnover. Those who scored higher in overall integration were 28.6 percent more likely to stay. The reason for collapsing all the integration items from each of the scores was to test the overall impact of organizational experiences, interactions, and relationships in relations to the traditional individual variables.

Developed intentions, goals, commitment, and satisfaction (S18) was entered as a predictor variable as well, but separately, since because it was collected at a later time, there were fewer respondents, and to include it in the logistic regression equation with the other independent variables would have resulted in losing over one-third of the sample. It should be noted that nearly 29 of the 49 managers who left (59.2 percent) did not have a score for this construct. In this separate regression, developed intentions, goals, commitment, and satisfaction, did not emerge as significantly related to turnover.

Table III [Figure omitted. See Article Image.] also shows the results of the logistic regression when demographic variables were entered. None of the individual variables - gender, age, race, education, distance to work, prior experience, length of time in the organization, length of time in the current job, or most recent performance evaluation - were significantly related to turnover.

The nature of the integration variables were explored further using linear regression (Table IV [Figure omitted. See Article Image.]). All of the demographic variables and both of the individual variables, initial intentions, goals, commitment, and satisfaction (S1) and career decision-making self-efficacy (S4) were entered as independent variables. Each of the integration scores and overall integration were entered as dependent variables.

Results (Indonesian) 1:

TemuanTabel II [angka dihilangkan. Lihat artikel gambar.] mengidentifikasi statistik deskriptif untuk setiap item dan masing-masing nilai 18. Nilai rata-rata tertinggi ditemukan di langkah-langkah individu: (S1) awal niat, komitmen, dan kepuasan (M = 4.31), S18 dikembangkan niat, komitmen, dan kepuasan (M = 4,25), dan karir S4 pengambilan keputusan diri-efektivitas (M = 4.13). Nilai terendah itu ditemukan dalam karir S13 integrasi (M = 3.17). Berdasarkan t sampel pasangan-pengujian, niat awal S1, komitmen, dan kepuasan adalah signifikan lebih tinggi daripada S18 dikembangkan niat, komitmen dan kepuasan (M = 0.077; SD = 0.668; t = 2.117; DF = 333; p = 0.035).Omset di tiga organisasi ritel adalah 9,3 persen. Manajer 49 yang telah meninggalkan, lima yang berada dalam organisasi kurang dari tiga bulan pada saat survei pertama disebarkan; lima tidak kembali bagian 2 dari survei. Berdasarkan regresi logistik, Meja III [angka dihilangkan. Lihat artikel gambar.] mengidentifikasi bahwa ketika masing-masing nilai integrasi empat dimasukkan ke dalam model regresi logistik bersama dengan awal niat, tujuan, komitmen, dan kepuasan (S1) dan karir pengambilan keputusan diri-keampuhan (S4), suatu Skor - kinerja integrasi (S7) - secara signifikan berkaitan dengan omset. Lebih khusus lagi, manajer yang mencetak lebih tinggi dalam kinerja integrasi adalah 23.0 persen lebih cenderung untuk tetap. Tapi ketika single Skor, secara keseluruhan integrasi, bersama dengan awal niat, tujuan, komitmen, dan kepuasan dan karir pengambilan keputusan diri-kemanjuran masuk, integrasi secara keseluruhan adalah satu-satunya variabel yang signifikan yang berkaitan dengan omset. Mereka yang mencetak lebih tinggi dalam keseluruhan integrasi adalah 28.6 persen lebih cenderung untuk tetap. Alasan untuk runtuh semua item integrasi dari masing-masing nilai itu untuk menguji dampak keseluruhan pengalaman organisasi, interaksi dan hubungan di hubungan ke variabel individu tradisional.Maju niat, tujuan, komitmen dan kepuasan (S18) dimasukkan sebagai variabel prediktor juga, tapi secara terpisah, karena karena itu dikumpulkan di lain waktu, ada lebih sedikit responden, dan memasukkannya ke dalam regresi logistik persamaan dengan variabel independen lain akan mengakibatkan kehilangan lebih dari sepertiga dari sampel. Perlu dicatat bahwa hampir 29 dari 49 manajer yang tersisa (59,2 persen) tidak memiliki Skor untuk membangun ini. Ini terpisah regresi, maju niat, tujuan, komitmen dan kepuasan, tidak tidak muncul sebagai signifikan yang berkaitan dengan omset.Tabel III [angka dihilangkan. Lihat artikel gambar.] juga menunjukkan hasil regresi logistik ketika variabel-variabel demografik masuk. Tidak ada variabel individu - gender, usia, ras, pendidikan, jarak untuk bekerja, pengalaman, lama waktu dalam organisasi, lama waktu dalam pekerjaan sekarang, atau Pemesanan evaluasi kinerja - yang secara signifikan terkait dengan omset.Sifat variabel integrasi yang dieksplorasi lebih lanjut menggunakan regresi linear (tabel IV [angka dihilangkan. Lihat artikel gambar.]). Semua variabel-variabel demografik dan kedua variabel individu, awal niat, tujuan, komitmen, dan kepuasan (S1) dan karir pengambilan keputusan diri-keampuhan (S4) dimasukkan sebagai variabel independen. Masing-masing nilai integrasi dan keseluruhan integrasi dimasukkan sebagai variabel dependen.