Hasil Pencarian  ::  Simpan CSV :: Kembali

"ABSTRACTThis study tries to analyze the effect of succession planning, transformational leadership, training satisfaction on employee turnover intention in the public sector of the Central Jakarta Ministry of Religion. Responding to this study, an experiment of 120 respondents from the Central Jakarta Ministry of Religion staffing company. The sampling method uses purposive sampling and uses descriptive statistical data analysis methods (average) and multiple regression analysis. In this research, succession planning, transformational leadership, and training satisfaction, were obtained negatively towards company turnover intention in the public sector, especially succession planning. From the results of this study, it was agreed by the leadership of the company to pay more attention to succession planning or management of employee talents, allow and add training and coaching for future leaders to be more transformational to provide beneficial investments in terms of employee career development."

"ABSTRAKTujuan dari penelitian ini adalah untuk memahami dan menganalisis pengaruh career management, training satisfaction, pay satisfaction terhadap turnover intention pada karyawan sektor perbankan. Sebanyak 265 responden yang bekerja pada Bank Umum ikut berpartisipasi, dengan.pengolahan data menggunakan metode structural equation modelling. Hasilnya, ditemukan bahwa secara langsung career management tidak berpengaruh terhadap turnover intention. Selain itu, penelitian ini juga membuktikan bahwa training satisfaction dapat mempengaruhi turnover intention melalui peran mediasi penuh organizational engagement. Penelitan ini juga menemukan bahwa organizational engagement memberikan peran mediasi sebagian pada hubungan antara pay satisfaction dan turnover intention. Maka, penelitian ini berhasil membuktikan pentingnya peran training satisfaction dan pay satisfaction dalam meningkatkan organizational engagement yang pada akhirnya dapat menekan turnover intention karyawan pada sektor perbankan. Hasil penelitian ini membuktikan bahwa perusahaan yang memiliki manajemen karir yang baik belum tentu mendorong karyawan untuk tetap tinggal, fenomena war for talents merupakan salah satu pemicu karyawan tertarik untuk pindah. Sehingga perusahaan perlu merumuskan strategi karir manajemen untuk menumbuhkan rasa engagement karyawan, contohnya dengan fungsi coaching dan mentoring.

---

ABSTRACTThe purpose of this research is to understand and analyze the effects of career management, training satisfaction, pay satisfaction to employee turnover intention in the banking sector. A total of 265 respondents who work in the Commercial Bank participated, with structural equation modeling as data processing method. As a result, it was found that direct career management has no effect on turnover intention. Furthermore, this research also proves that training satisfaction can affect turnover intention through full mediating role of organizational engagement. This research also found that organizational engagement provides partial mediating role in the relationship between pay satisfaction and turnover intention. Thus, this study was able to prove the importance of the role of training satisfaction and pay satisfaction in improving organizational engagement, which in turn can reduce turnover intention of employees in the banking sector. The results of this study showed that companies that have a good career management can necessarily encourage employees to stay, the phenomenon of war for talents is one of the triggers of employees interested in moving. So the company needs to formulate good strategy of career management to nurture employee engagement, for example, with the function of coaching and mentoring. "

"Praktik manajemen sumber daya manusia (SDM) dan kepemimpinan transformasional dapat meningkatkan keterikatan kerja karyawan. Keterikatan kerja membuat karyawan bersemangat dalam bekerja, berkonsentrasi tinggi dan menyatu dalam pekerjaannya. Mereka tidak memikirkan untuk meninggalkan organisasi karena sudah merasa puas dan terikat dengan pekerjaannya. Tujuan dari penelitian ini adalah untuk menguji pengaruh dari kepuasan terhadap pelatihan, kepuasan terhadap penilaian kinerja, kepuasan terhadap pembayaran gaji, dan kepemimpinan transformasional terhadap turnover intention karyawan perusahaan makanan dan minuman (food & beverage) di Indonesia dengan dimediasi oleh keterikatan kerja. Studi ini menguji teori turnover intention yang mengatakan adanya pengaruh dari kepuasan terhadap praktik manajemen SDM dan kepemimpinan transformasional terhadap keterikatan kerja dan keinginan karyawan untuk meninggalkan organisasi. Penelitian ini menggunakan metodologi berbasis survey dengan 39 item kuesioner dan penilaian menggunakan lima poin skala Likert. Data 160 orang responden dianalisis menggunakan teknik partial least squares structural equation modeling (PLS-SEM). Hasil penelitian menunjukkan kepuasan terhadap penilaian kinerja, kepuasan terhadap pembayaran gaji, dan kepemimpinan transformasional memiliki pengaruh positif dan signifikan terhadap keterikatan kerja. Namun tidak cukup bukti adanya pengaruh kepuasan terhadap pelatihan terhadap keterikatan kerja, dan hubungan antara keterikatan kerja dengan turnover intention. Selain itu, tidak ditemukan cukup bukti adanya pengaruh kepuasan terhadap pelatihan, kepuasan terhadap penilaian kinerja, kepuasan terhadap pembayaran gaji, dan kepemimpinan transformasional terhadap turnover intention karyawan dengan di mediasi oleh keterikatan kerja. Selain memberikan kontribusi penting terhadap literatur keterikatan kerja dan turnover intention, temuan ini juga memberi wawasan baru bagi perusahaan dalam mengembangkan praktik manajemen SDM dan kepemimpinan transformasional untuk meningkatkan keterikatan kerja.

---

Human resource management (HRM) practices and transformational leadership can increase employees’ work engagement. Employees who are engaged at work are enthusiastic, intensely focused, and fully involved in their job. They do not think about leaving the organization because they are satisfied and engaged to their jobs. The purpose of this study was to examine the effect of training satisfaction, performance appraisal satisfaction, pay satisfaction, and transformational leadership on the turnover intention of employees of food and beverage companies in Indonesia mediated by work engagement. This study examines the theory of turnover intention which states that there is an influence of satisfaction on HRM practices and transformational leadership style on work engagement and employees’ intention to leave the organization. This study used a survey-based methodology with 39 questionnaire items and a five-point Likert scale. The data of 160 respondents were analyzed using the partial least squares structural equation modeling (PLS-SEM) technique. The results showed that performance appraisal satisfaction, pay satisfaction, and transformational leadership had a positive and significant effect on job involvement. However, there is insufficient evidence on the effect of training satisfaction on work engagement, and the relationship between work engagement and turnover intention. In addition, there is insufficient evidence to find the effect of training satisfaction, performance appraisal satisfaction, pay satisfaction, and transformational leadership on employee turnover intention mediated by work engagement. In addition to making an important contribution to the literature on work engagement and turnover intention, these findings also provide new insights for companies in developing HRM practices and transformational leadership styles to enhance work engagement."

"Penelitian ini bertujuan untuk menganalisis pengaruh employee satisfaction with HRM practice, yang terdiri dari training satisfaction, performance appraisal satisfaction, dan pay satisfaction terhadap innovative work behavior dengan work engagement sebagai variabel mediasi. Penelitian ini merupakan penelitian kuantitatif dengan metode survei menggunakan instrumen kuesioner yang disebarkan melalui gform. Pertanyaan dalam kuesioner berjumlah 38 butir pertanyaan dengan Likert 6 point scale. Jumlah sampel dalam penelitian ini adalah 102 sampel yang terdiri dari karyawan tetap Perum BULOG yang telah merasakan adanya Praktik Manajemen Sumber Daya Manusia, diantarannya pelatihan, penilaian kinerja, dan pembayaran Take Home Pay. Analisis penelitian menggunakan analisis statistik deskriptif, uji outer model, dan uji inner model pada analisis PLS-SEM. Hasil penelitian ini menunjukkan bahwa training satisfaction, performance appraisal satisfaction, dan pay satisfaction berpengaruh secara signifikan terhadap work engagement. Kemudian, work engagement berpengaruh secara signifikan terhadap innovative work behavior dan memediasi pengaruh antara performance appraisal satisfaction terhadap innovative work behavior. Akan tetapi, tidak memediasi pengaruh training satisfaction dan pay satisfaction terhadap innovative work behavior.

---

The purpose of this study is to analyze the effect of employee satisfaction with HRM practice that consists of training satisfaction, performance appraisal satisfaction, and pay satisfaction to innovative work behavior through work engagement as mediation variable. This study uses a quantitative approach through survey method by giving gform. There are 38 questions in the questionnaire with a Likert 6 point scale. The number of sample in this study were 102 samples, consisting of permanent employees of Perum BULOG who had experienced Human Resource Management Practices, including training, performance appraisal, and Take Home Pay payments. The study analysis used descriptive statistical analysis, outer model test, and inner model test in the PLS-SEM analysis. The result of this study indicate that training satisfaction, performance appraisal satisfaction, and pay satisfaction have a significant effect on work engagement. Then, work engagement has a significant effect on innovative work behavior and mediates the effect of performance appraisal satisfaction on innovative work behavior. However, it doesn’t mediate the effect of training satisfaction and pay satisfaction on innovative work behavior."