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"Generasi Milenial, yang mendominasi populasi dunia saat ini, dapat menjadi peluang sekaligus tantangan karena karakteristiknya yang tidak bisa bertahan lama di sebuah Perusahaan seperti generasi sebelumnya. Penelitian ini bertujuan untuk menguji pengaruh career growth dan perceived organizational support terhadap turnover intention karyawan Milenial, yang dimediasi oleh organizational commitment. Data empiris dikumpulkan dari 316 responden menggunakan survei online, kemudian data sebanyak 316 responden yang dapat dianalisis lebih lanjut. Responden adalah karyawan tetap kategori Milenial (lahir antara tahun 1980 dan 1996) di Indonesia yang saat ini bekerja di sebuah perusahaan dengan masa kerja minimum 2 tahun. Data dianalisis menggunakan Structural Equation Modeling (SEM) dengan perangkat lunak Lisrel 8.8. Hasilnya menunjukkan bahwa career growth dan perceived organizational support memiliki pengaruh positif terhadap organizational commitment dan memiliki pengaruh negatif terhadap turnover intention. Selain itu, ditemukan bahwa organizational commitment secara signifikan berfungsi sebagai faktor mediasi dalam hubungan antara career growth dan perceived organizational support terhadap turnover intention. Penelitian ini memiliki beberapa keterbatasan, yaitu terbatas pada karyawan tetap generasi Milenial, menggunakan variabel yang unidimensional dengan item terbatas, metode kuantitatif dengan kuesioner online yang bersifat self-assessment, dan skala Likert tujuh poin, sehingga hasilnya tidak dapat digeneralisasi dan tidak mencerminkan keragaman perspektif responden secara mendalam. Melalui penelitian ini, diharapkan dapat memberikan wawasan bagi organisasi ataupun manajemen perusahaan dalam mengembangkan kebijakan yang efektif untuk mengelola karyawan dalam kaitannya dengan fenomena turnover intention.

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The Millennial generation, which dominates the world’s current population, can be both an opportunity and a challenge due to its characteristic of being unable to stay in a company for a long period of time like previous generations. This research aims to measure the influence of career growth and perceived organizational support on turnover intention among millennial employees, mediated by organizational commitment. Empirical data were collected from 316 respondents using an online survei, then data from 316 respondents were further analyzed. The respondents are millennial permanent employees (born between 1980 and 1996) in Indonesia who are currently working in a company with a minimum tenure of 2 years.

The data were analyzed using Structural Equation Modeling (SEM) with Lisrel 8.8 software. The results indicate that career growth and perceived organizational support have a positive influence on organizational commitment and a negative influence on turnover intention. Furthermore, it was found that organizational commitment significantly mediates the relationship between career growth and perceived organizational support on turnover intention.

This research has several limitations, namely being restricted to millennial permanent employees, using unidimensional variables with limited items, employing a quantitative method through a self-assessment online questionnaire with a seven point Likert scale. Consequently, the results cannot be generalized and do not deeply reflect the diversity of respondents’ perspectives. Through this study, it is hoped to provide insights for organizations or company management in developing effective policies for managing employees in relation to turnover intention."

"Penelitian ini bertujuan untuk mengetahui pengaruh career adaptability, perceived organizational support, dan career satisfaction terhadap turnover intention pada tenaga kerja generasi milenial Indonesia. Penelitian ini merupakan penelitian kuantitatif dengan menggunakan cross-sectional design dan metode purposive sampling untuk mengumpulkan data primer. Sampel dalam penelitian ini diperoleh dari 424 tenaga kerja generasi milenial Indonesia (lahir antara 1980-2000) dan pengolahan data dilakukan dengan menggunakan metode Structural Equation Modelling (SEM). Hasil penelitian menunjukkan bahwa career satisfaction memiliki peran penting dalam mencegah turnover intention serta memediasi hubungan di antara career adaptability dan perceived organizational support terhadap turnover intention. Pemberdayaan berupa peningkatan adaptabilitas dan dukungan organisasi perlu diikuti dengan adanya kepuasan karier dalam rangka mencegah keinginan untuk keluar dari organisasi. Studi ini memberikan kontribusi kepada manajemen dan literatur sumber daya manusia mengenai pentingnya peran mediasi career satisfaction terhadap career adaptability dan perceived organizational support dalam rangka menurunkan turnover intention tenaga kerja generasi milenial di Indonesia.

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This study aims to determine the effect of career adaptability, perceived organizational support, and career satisfaction on turnover intention on the Indonesian millennial generation. This research is a quantitative study using a cross-sectional design and purposive sampling method to collect primary data. The sample in this study was obtained from 424 Indonesian millennial generation workers (born between 1980-2000), and data processing was carried out using the Structural Equation Modeling (SEM) method.

The results showed that career satisfaction has an important role in preventing turnover intention and mediating the relationship between career adaptability and perceived organizational support for turnover intention. Empowerment, in the form of improving individual adaptability and organizational support, needs to be followed by career satisfaction to prevent the desire to leave the organization.

This study contributes to the management and human resource literature regarding the important role of career satisfaction mediation on career adaptability and perceived organizational support to reduce the turnover intention of the millennial generation in Indonesia."

"Penelitian ini bertujuan untuk menguji pengaruh job involvement terhadap turnover intention dengan organizational commitment sebagai variabel mediasi. Job involvement diukur menggunakan konsep multidimensi job involvement yaitu emotional job involvement, cognitive job involvement, dan behavioral job involvement (Yoshimura, 1996), organizational commitment diukur dengan organizational commitment questionnaire (Mowday, Steers, dan Porter, 1979) dan turnover intention diukur dengan indikator turnover intention (Mobley, Horner, dan Hollingsworth, 1978). Penelitian ini menggunakan pendekatan kuantitatif. Data penelitian dikumpulkan melalui survei yang dilakukan pada 120 karyawan tetap PT. South Pacific Viscose dengan menggunakan teknik non-probability convenience sampling. Penelitian ini menggunakan analisis jalur dan Sobel Test untuk menguji pengaruh langsung dan pengaruh mediasi di antara variabel-variabel kunci.Hasil analisis jalur mengindikasikan bahwa job involvement mempengaruhi organizational commitment secara signifikan. Hasil analisis jalur juga mengindikasikan bahwa job involvement dan organizational commitment mempengaruhi turnover intention secara signifikan. Hasil Sobel Test membuktikan pengaruh tidak langsung job involvement terhadap turnover intention melalui organizational commitment secara signifikan. Sejalan dengan penelitian terdahulu Blau dan Boal (1989), hasil analisis jalur dan Sobel Test mengkonfirmasi bahwa organizational commitment memediasi hubungan job involvement dan turnover intention.

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This study aims to examine the effect of job involvement on employee turnover intention through organizational commitment as a mediating variable. Multidimensional job involvement, namely emotional job involvement, cognitive job involvement, and behavioral job involvement (Yoshimura, 1996), organizational commitment questionnaire (Mowday, Steers, and Porter, 1979) and turnover intention’s indicators (Mobley, Horner, and Hollingsworth, 1978) were using to measure job involvement, organizational commitment, and turnover intention. This research used a quantitative approach. Data was collected through survey which conducted on 120 permanent employees at PT. South Pacific Viscose by non-probability (convenience) sampling method. Path analysis and Sobel Test were used to test the direct and mediating relationship between key variables.

Path analysis shows that job involvement affects organizational commitment significantly. It also shows that job involvement and organizational commitment affect turnover intention significantly. Sobel Test reveals a statistical support for the indirect effect of job involvement on turnover intention through organizational commitment. In line with the previous research of Blau and Boal (1989), the result of path analysis and Sobel Test confirm that organizational commitment significantly mediated the relationship between job involvement and turnover intention."

"[Penelitian ini bertujuan untuk menguji peran peluang pertumbuhan karir dalammenjelaskan turnover intention auditor junior di kantor akuntan publik (KAP) TheBig Four di Jakarta. Data penelitian ini diambil dari 213 sampel denganmenggunakan kuesioner. Penelitian ini mengusulkan bahwa peluang pertumbuhankarir merupakan manfaat yang dinilai penting bagi karyawan dalam hal ini auditorjunior pada KAP. Di mana ketika auditor junior percaya bahwa KAP tempatmereka bekerja memberikan manfaat berupa peluang pertumbuhan karir makamereka akan berkomitmen kuat terhadap KAP tersebut yang pada gilirannya dapatmenurunkan tingkat turnover intention. Penelitian ini juga bertujuan untukmengidentifikasi variabel anteseden yang diusulkan dari variabel peluangpertumbuhan karir, yaitu variabel efektivitas pelatihan dan prestise organisasiperusahaan. Hasil pengolahan data menggunakan structural equation modeling(SEM) menunjukkan bahwa efektivitas pelatihan dan prestise organisasiberpengaruh positif dan signifikan terhadap peluang pertumbuhan karir.Selanjutnya, peluang pertumbuhan karir berpengaruh positif dan signifikanterhadap komitmen organisasi, serta komitmen organisasi berpengaruh negatif dansignifikan terhadap turnover intention.;This study aims to examine the role of career growth opportunities in explainingjunior auditor turnover intentions in the big four public accounting firms inJakarta. The research data was taken from 213 samples using a questionnaire.This study proposes that career growth opportunities are considered importantbenefits for employees in this case a junior auditor at public accounting firms.Where as a junior auditor believes that the firm for which they work to providebenefits in the form of career growth opportunities, they will be stronglycommitted to the firm, which in turn can reduce the level of turnover intention.This study also aims to identify the proposed antecedent variables of variablecareer growth opportunities, the variables are training effectiveness andorganizational prestige. The results of data processing using structural equationmodeling (SEM) showed that the training effectiveness and organizationalprestige has significant positive effect on career growth opportunities. Further,career growth opportunities has significant positive effect on organizationalcommitment and then organizational commitment has significant negative effecton turnover intention., This study aims to examine the role of career growth opportunities in explainingjunior auditor turnover intentions in the big four public accounting firms inJakarta. The research data was taken from 213 samples using a questionnaire.This study proposes that career growth opportunities are considered importantbenefits for employees in this case a junior auditor at public accounting firms.Where as a junior auditor believes that the firm for which they work to providebenefits in the form of career growth opportunities, they will be stronglycommitted to the firm, which in turn can reduce the level of turnover intention.This study also aims to identify the proposed antecedent variables of variablecareer growth opportunities, the variables are training effectiveness andorganizational prestige. The results of data processing using structural equationmodeling (SEM) showed that the training effectiveness and organizationalprestige has significant positive effect on career growth opportunities. Further,career growth opportunities has significant positive effect on organizationalcommitment and then organizational commitment has significant negative effecton turnover intention.]"

"Penelitian ini bertujuan untuk memahami pengaruh workplace flexibility terhadap turnover intention yang dimediasi oleh affective commitment dan employee engagement pada karyawan generasi milenial Indonesia. Penelitian kuantitatif ini menggunakan metode convenience sampling dan cross-sectional design dengan jumlah sampel 510 responden. Data diolah dengan menggunakan metode Structural Equation Modeling (SEM).Hasil penelitian menunjukkan bahwa workplace flexibility tidak memiliki pengaruh negatif terhadap turnover intention. Sedangkan workplace flexibility memiliki pengaruh positif terhadap affective commitment dan employee engagement. Selanjutnya, affective commitment dan employee engagement memiliki pengaruh negatif terhadap turnover intention. Kontribusi teoritis dari penelitian ini adalah dapat menemukan pengaruh negatif workplace flexibility terhadap turnover intention ketika dimediasi oleh affective commitment dan emplyoee engagement. Selain itu, kontribusi praktis dari penelitian ini adalah sebagai bahan pertimbangan untuk dapat menurunkan turnover intention karyawan generasi milenial Indonesia.

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This study aims to understand the effect of workplace flexibility on turnover intention which is mediated by affective commitment and employee engagement on Indonesia millennial employees. This quantitative study approach with convenience sampling and cross-sectional design with a sample of 510 respondents. Data is analyzed using Structural Equation Modelling (SEM).

The result of the study show that workplace flexibility does not have a negative influence on turnover intention. While workplace flexibility has a positive influence on affective commitment and employee engagement. Furthermore, affective commitment and employee engagement have a negative influence on turnover intention. The theoretical contribution of this study is to be able to find the negative effect of workplace flexibility on turnover intention when mediated by affective commitment and employee engagement. In addition, the practical contribution of this research is as a provision of considerable factors in minimizing the turnover intention of Indonesian millennial employees."

"Penelitian ini bertujuan untuk mengetahui bagaimana pengaruh dari perceived organizational support terhadap keinginan karyawan untuk meninggalkan perusahaan turnover intention . Variabel perceived organizational support diukur melalui delapan buah indikator dari Eisenberger dkk. 1986 sedangkan variabel turnover intention diukur melalui empat buah indikator dari penelitian Farh dkk. 1998 dan Alexander dkk. 2012 . Analisis dilakukan pada karyawan PT X yang berstatus karyawan tetap dengan masa kerja minimal satu tahun dengan jumlah responden sebanyak 172 orang. Penelitian ini menggunakan metode survei dengan pendekatan kuantitatif menggunakan kuesioner sebagai instrumen penelitian. Data penelitian ini akan dianalisis menggunakan analisis statistik deskriptif dan regresi linier sederhana untuk menguji variabel terkait. Hasil penelitian ini membuktikan bahwa persepsi dukungan organisasi karyawan memiliki pengaruh yang kuat terhadap keinginan karyawan untuk meninggalkan organisasi dan hubungan tersebut bersifat negatif.

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This research aims to examine how employees perceived organizational support affects employee turnover intention. The measurement of perceived organizational support is the 8 items scale developed by Eisenberger et al. 1986 and the employees turnover intention is measured using four indicators that has been used previously by researchers, Farh et al. 1998 and Alexander et al. 2012. The research is done in PT X and samples consist of 172 permanent employees with minimum one year of tenure.

Quantitative method is used in this research and questionnaires distributed as research instrument. The data collected are analyzed using descriptive statistic and simple regression, and the result showed that the independent variable, perceived organizational support strongly affect employees turnover intention with negative relation."

"Turnover perawat selalu menjadi perhatian karena jumlah yang begitu tinggi yaitu menurut NSI tahun 2020 dikatakan selama dua tahun terakhir berkisar 15,9% dan begitu juga di Indonesia di rumah sakit swasta berkisar 13% dan 35% sedangkan normal adalah 5-10%. Penelitian ini bertujuan utuk mengetahui faktor internal dan eksternal mempengaruhi turnover intention perawat rumah sakit di Indonesia dengan metode kajian kepustakan kualitaif dengan desain analisis deskriptif. Database yang digunakan adalah online dari 4 database yaitu Universitas Indonesia Library, Pusat Informasi Kesehatan Masyarakat Universitas Indonesia (Pusinfokesmas FKM UI), GARUDA (Garba Rujukan Digital), kemudian Neliti repository ilmiah Indonesia dengan jumlah didapat 60 dan yang diikutsertakan adalah 9 penelitian. Hasil penelitian menunjukkan faktor yang mempengaruhi turnover intention perawat di berbagai rumah sakit adalah faktor eksternal yaitu aspek lingkungan dan usia ada yang mengatakan mempengaruhi ada penelitian mengatakan tidak. Faktor internal yaitu budaya organisasi, gaya kepemimpinan, kompensasi, kepuasan kerja, dan pengembangan karir. Faktor yang paling mempengaruhi adalah kompensasi.

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Nurse turnover is always a concern because the number is so high according to the NSI 2020 said for the last two years around 15.9% and so in Indonesia in private hospitals around 13% and 35% while normal is 5-10 %. This study aims to determine the internal and external factors related to the turnover intention of hospital nurses in Indonesia with a qualitative library study method with descriptive analysis design. Databes used are online from 4 databases namely Universitas Indonesia Library, the Indonesian Public Health Information Center (Pusinfokesmas FKM UI), GARUDA (Garba Rujukan Digital), kemudian Neliti repository ilmiah Indonesia with the number obtained by 60 and included 9. The results showed that the factors that related to nurses' turnover intention in various hospitals are external factors, namely environmental and age aspects, some said that they related to but there is said no. Internal factors are organizational culture, leadership style, compensation, job satisfaction, and career development. The most related factor is compensation."

"ABSTRAK

Saat ini Generasi Y telah mengisi hampir 50% struktur organisasidan tingkat turnover tertinggi berada pada Generasi ini. Hal ini juga yang dialami PT XYZ dengan jumlah karyawan Generasi Y sebanyak 48,6% dari total populasi karyawan dimana mayoritas merupakan knowledge worker.

Penelitian ini dilakukan untuk meneliti pengaruh antara Kepuasan Kerja dan Komitmen Organisasi terhadap Intention Turnover pada unit kerja Base Maintenance. Unit ini yang merupakan salah satu unit yang didominasi knowledge worker dan memiliki turnover tertinggi selama periode tiga tahun terakhir.

Hasil penelitian Generasi Y menunjukkan Kepuasan Kerja tidak berpengaruh secara langsung terhadap Turnover Intention tetapi dimediasi oleh Affective Commitment sebagai bagian dari Komitmen Organisasi. Semakin tinggi tingkat kepuasan Kepuasan Kerja maka akan meningkatkan Affective Commitment yang berdampak pada turunnya Turnover Intention pada karyawan.

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ABSTRACT

Currently, Generation Y has filled nearly 50% of organizational structure and contributed high turnover rate in Organization. PT XYZ also experienced this condition in which Generation Y employees consists as much as 48.6% of the total employee population and mostly are knowledge workers.

This study was conducted to investigate the influence of Job Satisfaction and Organizational Commitment on Turnover Intention in the unit Base Maintenance. The unit is one of units that dominated by knowledge workers and has the highest turnover for the last three years.

This research found that Generation Y shows no direct relation between Job Satisfaction and Turnover Intention. Affective Commitment as part of Organizational Commitment shown as a mediator between them. The higher the level of Job Satisfaction the more Commitment Affective will increase so it will decrease the employee Turnover Intention for the Generation Y."

"Penelitian ini dilatarbelakangi oleh adanya beban kerja yang cukup berat bagi guru dan adanya ketidakmerataan distribusi kompensasi guru di Sulawesi Selatan yang berpengaruh terhadap ketidakmerataan distribusi jumlah guru. Berdasarkan hal tersebut, dilakukanlah penelitian yang bertujuan untuk mengetahui peran benefit satisfaction terhadap turnover intention melalui mediasi dari perceived organizational support dan affective organizational commitment, serta peran perceived strength of performance management process dalam meningkatkan affective organizational commitment guru. Sampel dalam penelitian ini berjumlah 315 responden yang merupakan guru SD, SMP, SMA, dan SMK. Metode analisis yang digunakan yaitu structural equation model-partial least square (SEM-PLS). Hasil penelitian menunjukan bahwa, pertama, perceived organizational support memediasi pengaruh tidak langsung dari benefit level terhadap affective organizational commitment, namun tidak memediasi pengaruh benefit determination dan benefit administration terhadap affective organizational commitment. Kedua, terdapat pengaruh dari perceived performance management process strength terhadap affective organizational commitment yang dimediasi oleh perceived organizational support. Ketiga, perceived organizational support tidak memediasi pengaruh benefit level, benefit determination, dan benefit administration terhadap turnover intention. Peran affective organizational commitment juga tidak memediasi pengaruh benefit level, benefit determination, dan benefit administration terhadap turnover intention.

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This research is motivated by relatively heavy workload for teachers and unequal distribution of teacher compensation in South Sulawesi which influences the unequal distribution teacher numbers. Based on this, research was conducted to determine the role of benefit satisfaction on turnover intention through the mediation of perceived organizational support and affective organizational commitment, as well as the role of perceived strength of performance management process in increasing teacher affective organizational commitment. There are 315 respondents who were elementary, middle, high and vocational school teachers gathered as samples. The analytical method used is structural equation model-partial least squares (SEM-PLS). The research results show that, first, perceived organizational support mediates the indirect influence of benefit level on affective organizational commitment, but does not mediate the influence of benefit determination and benefit administration on affective organizational commitment. Second, there is an influence of perceived performance management process strength on affective organizational commitment which is mediated by perceived organizational support. Third, perceived organizational support does not mediate the influence of benefit level, benefit determination, and benefit administration on turnover intention. The role of affective organizational commitment also does not mediate the influence of benefit level, benefit determination, and benefit administration on turnover intention."