PENGARUH KOMPENSASI, CAREER DEVELOPMENT, WORK-LIFE BALANCE, DAN ORGANIZATIONAL CLIMATE DIMEDIASI OLEH EMPLOYEE ENGAGEMENT TERHADAP TURNOVER INTENTION PADA KARYAWAN OFFICER TETAP PT BANK SYARIAH MANDIRI KANTOR PUSAT

AMIRAL EMERALDO ZAHARI, . (2020) PENGARUH KOMPENSASI, CAREER DEVELOPMENT, WORK-LIFE BALANCE, DAN ORGANIZATIONAL CLIMATE DIMEDIASI OLEH EMPLOYEE ENGAGEMENT TERHADAP TURNOVER INTENTION PADA KARYAWAN OFFICER TETAP PT BANK SYARIAH MANDIRI KANTOR PUSAT. Doktor thesis, UNIVERSITAS NEGERI JAKARTA.

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Abstract

ABSTRAK Sumber daya manusia merupakan aspek krusial untuk mencapai tujuan perusahaan. Turnover intention merupakan masalah cukup serius yang dihadapi perusahaan dikarenakan dapat menganggu aktivitas perusahaan dalam mencapai tujuan yang ingin dicapai. Turnover intention adalah proses atau sikap seorang karyawan untuk mempertimbangkan keluar dari pekerjaan dan mencari pekerjaan pengganti yang lebih baik dari saat ini. Penelitian ini bertujuan untuk menganalisis pengaruh compensation, career development, work-life balance dan organizational climate dimediasi oleh employee engagement terhadap turnover intention pada karyawan officer tetap di PT Bank Syariah Mandiri Kantor Pusat. Teknik pengambilan sampel yang digunakan peneliti adalah metode non-probability sampling dengan teknik purposive sampling. Pada penelitian ini jumlah karyawan officer tetap di PT. Bank Syariah Mandiri Kantor Pusat yang dijadikan sampel berjumlah 291 responden dari 404 karyawan officer tetap. Prosedur yang digunakan dalam pengujian, pengolahan data dan pengembangan model adalah model persamaan structural (Structural Equation Modelling). Data dianalisis dengan menggunakan alat bantu perangkat lunak statistik LISREL 8.8. Penelitian ini menghasilkan temuan-temuan bahwa kompensasi, career development, work-life balance, organizational climate dan employee engagement berpengaruh langsung negatif terhadap turnover intention dimana kompensasi memiliki pengaruh paling tinggi terhadap turnover intention. Kompensasi, career development, work-life balance dan organizational climate berpengaruh langsung positif terhadap employee engagement dimana organizational climate memiliki pengaruh paling tinggi terhadap employee engagement. Kompensasi, career development, work-life balance, dan organizational climate berpengaruh tidak langsung negatif terhadap turnover intention melalui employee engagement dimana kompensasi memiliki pengaruh tidak langsung paling tinggi terhadap turnover intention melalui employee engagement. Kata Kunci: Kompensasi, Career Development, Work-life Balance, Organizational Climate, Employee Engagement, Turnover Intention. ABSTRACT Human resources is one of the crucial aspects to achieve the company goals. Turnover intention is a serious problem encountered by the company because it can disrupt the company activities in achieving its goals. Turnover intention is the process or attitude of an employee to consider leaving the current job, and to find alternative employment opportunities in other organizations or companies that are better. The objective of this research is to analyze the influence of compensation, career development, work-life balance, and organizational climate mediated through employee engagement toward turnover intention of the permanent officers employees at the Head Office of PT Bank Syariah Mandiri. In this study, the researcher took the samples by using non-probability sampling method with a purposive sampling technique. The samples were the permanent officers of PT. Bank Syariah Mandiri (Head Office) consisted of 291 respondents from the total of 404 permanent officers. The researcher used structural equation model in testing, analyzing the data, and model development. The data were analyzed by using statistical software tools (LISREL 8.8). The results were compensation, career development, work-life balance, organizational climate and employee engagement have a direct negative influence on turnover intention where compensation has the highest influence on turnover intention. Compensation, career development, work-life balance and organizational climate have a direct positive influence on employee engagement where organizational climate has the highest influence on employee engagement. Compensation, career development, work-life balance and organizational climate have an indirect negative influence on turnover intention through employee engagement where compensation has the highest indirect influence on turnover intention through employee engagement. Keywords: Compensation, Career Development, Work-life Balance, Organizational Climate, Employee Engagement, Turnover Intention.

Item Type:	Thesis (Doktor)
Additional Information:	1). Prof. Dr. Yetti Supriyati, M.Pd. 2). Dr. Budi Santoso, M.M.
Subjects:	Manajemen > Manajemen Sumber Daya Manusia
Divisions:	PASCASARJANA > S3 Ilmu Manajemen
Depositing User:	Users 5881 not found.
Date Deposited:	17 Sep 2020 11:43
Last Modified:	17 Sep 2020 11:43
URI:	http://repository.unj.ac.id/id/eprint/10846

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