MODEL RETENSI KARYAWAN MELALUI DUKUNGAN ORGANISASI YANG DIRASAKAN: ANALISIS PRAKTIK PENGEMBANGAN KARIR, KEADILAN ORGANISASI DAN KEPERCAYAAN PADA ORGANISASI PEGAWAI AUDITOR PADA KANTOR BPKP

SUMARDI, . (2022) MODEL RETENSI KARYAWAN MELALUI DUKUNGAN ORGANISASI YANG DIRASAKAN: ANALISIS PRAKTIK PENGEMBANGAN KARIR, KEADILAN ORGANISASI DAN KEPERCAYAAN PADA ORGANISASI PEGAWAI AUDITOR PADA KANTOR BPKP. Doktor thesis, UNIVERSITAS NEGERI JAKARTA.

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Abstract

Tujuan penelitian ini adalah menemukan model konseptual Employee Retention dengan mengevaluasi dan menganalisis pengaruh langsung antara Career Development Practices (CDP), Organizational Justice (OJ), Trust in Organization (TIO), dan Perceived Organizational Support (POS) terhadap Employee Retention (ER). Selain itu pengaruh langsung tiga variabel pertama terhadap Perceived Organizational Support. Selanjutnya juga pengaruh Career Development Practices, Organizational Justice, dan Trust in Organization terhadap Employee Retention melalui Perceived Organizational Support Auditor di Kantor Badan Pengawasan Keuangan dan Pembangunan (BPKP). Penelitian dilakukan dengan metode kuantitatif menggunakan jenis penelitian eksplanatori terhadap pegawai Auditor BPKP dengan sample sejumlah 528 responden dari populasi sejumlah 3.982 auditor. Pemilihan sampel digunakan dengan metode simple random sampling diantara para Auditor yang tersebar di Kantor Pusat dan Perwakilan BPKP di daerah. Data dari responden dikumpulkan melalui kuesioner menggunakan Skala Likert dengan interval 1 sampai dengan 5. Analisis data responden dilakukan menggunakan Structural Equation Model-Partial Least Square (SEM-PLS) yaitu aplikasi SmartPLS 3.0. Berdasarkan penelitian ini diperoleh hasil bahwa Career Development Practices, Organizational Justice, Trust in Organization, dan Perceived Organizational Support masing-masing berpengaruh langsung positif dan signifikan terhadap Employee Retention. Kemudian Career Development Practices, Organizational Justice, dan Trust in Organization berpengaruh langsung positif dan signifikan terhadap Perceived Organizational Support. Selanjutnya Career Development Practices, Organizational Justice, dan Trust in Organization berpengaruh positif dan signifikan terhadap Employee Retention melalui Perceived Organizational Support. Simpulan tersebut sekaligus novelty penelitian ini bahwa Career Development Practices, Organization Justice, Trust in Organization dan Perceived Organizational Support masing-masing merupakan variabel yang mempengaruhi langsung positif dan signifikan terhadap Employee Retention. Demikian halnya tiga variabel pertama yaitu Career Development Practices, Organization Justice, dan Trust in Organization masing-masing memengaruhi positif dan signifikan secara tidak langsung terhadap variabel Employee Retention melalui Perceived Organizational Support. Hasil penelitian ini sekaligus mengkonfirmasi praktik yang terjadi di Kantor BPKP. Semakin membaiknya praktik pengembangan karir pegawai, implementasi tindakan yang mencerminkan keadilan dan kepercayaan yang terus dibangun organisasi, serta semakin besarnya dukungan yang diberikan oleh organisasi ternyata hal tersebut merupakan upaya untuk melakukan retensi pegawai yang juga semakin membaik. The purpose of this study was to find a conceptual model of Employee Retention by evaluating and analyzing the direct influence between Career Development Practices (CDP), Organizational Justice (OJ), Trust in Organization (TIO), and Perceived Organizational Support (POS) on Employee Retention (ER). In addition, the first three variables directly influence the Perceived Organizational Support. Furthermore, the influence of Career Development Practices, Organizational Justice, and Trust in Organization on Employee Retention through Perceived Organizational Support Auditor at The Financial and Development Supervisory Agency (BPKP) Office. The research was conducted using quantitative methods using explanatory research on BPKP Auditor employees with a sample of 528 respondents from a population of 3,982 auditors. The sample selection was used by simple random sampling method among the auditors spread across the Head Office and BPKP Representatives in the regions. Data from respondents was collected through a questionnaire using a Likert Scale with intervals of 1 to 5. The respondent's data analysis was carried out using the Structural Equation Model-Partial Least Square (SEM-PLS), namely the SmartPLS 3.0 application. Based on this research, it was found that Career Development Practices, Organizational Justice, Trust in Organization, and Perceived Organizational Support each had a positive and significant direct effect on Employee Retention. Then Career Development Practices, Organizational Justice, and Trust in Organizations have a positive and significant direct effect on Perceived Organizational Support. Furthermore, Career Development Practices, Organizational Justice, and Trust in Organizations have a positive and significant effect on Employee Retention through Perceived Organizational Support. The conclusion is at the same time the novelty of this research that Career Development Practices, Organizational Justice, Trust in Organizations and Perceived Organizational Support are each variable that has a positive and significant direct influence on Employee Retention. Likewise, the first three variables, namely Career Development Practices, Organizational Justice, and Trust in Organization, each have a positive and significant indirect influence on the Employee Retention variable through Perceived Organizational Support. The results of this study at the same time confirm the practices that occur at the BPKP Office. The improvement in employee career development practices, the implementation of actions that reflect fairness and trust that the organization continues to build, as well as the greater support provided by the organization are in fact an effort to improve employee retention.

Item Type:	Thesis (Doktor)
Additional Information:	1). Prof. Dr. Hapzi Ali, MM, MPM 2). Agung Dharmawan Buchdadi, Ph.D
Subjects:	Ilmu Politik > Pemerintahan Lokal dan Sistem Pemerintahan Negara Manajemen > Manajemen Kantor, Organisasi Manajemen > Manajemen Sumber Daya Manusia
Divisions:	PASCASARJANA > S3 Ilmu Manajemen
Depositing User:	Users 14696 not found.
Date Deposited:	04 Aug 2022 00:48
Last Modified:	04 Aug 2022 00:48
URI:	http://repository.unj.ac.id/id/eprint/32337

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