ANALISIS TURNOVER INTENTION PADA DEPARTEMEN HUMAN RESOURCE DEVELOPMENT PT XYZ

CALVIN KIMURA, . (2026) ANALISIS TURNOVER INTENTION PADA DEPARTEMEN HUMAN RESOURCE DEVELOPMENT PT XYZ. Sarjana thesis, UNIVERSITAS NEGERI JAKARTA.

	Text COVER.pdf Download (904kB)
	Text BAB 1.pdf Download (3MB)
	Text BAB 2.pdf Restricted to Registered users only Download (1MB) | Request a copy
	Text BAB 3.pdf Restricted to Registered users only Download (1MB) | Request a copy
	Text BAB 4.pdf Restricted to Registered users only Download (1MB) | Request a copy
	Text BAB 5.pdf Restricted to Registered users only Download (2MB) | Request a copy
	Text DAFTAR PUSTAKA.pdf Download (837kB)
	Text LAMPIRAN.pdf Restricted to Registered users only Download (1MB) | Request a copy

Abstract

Penelitian ini bertujuan untuk menganalisis fenomena turnover intention pada Departemen Human Resource Development (HRD) PT XYZ, sebuah perusahaan jasa maritim dan logistik di Daerah Khusus Ibukota Jakarta, yang mengalami peningkatan angka resignasi sebanyak tiga karyawan pada tahun 2025 dan empat karyawan pada tahun 2026. Penelitian menggunakan pendekatan kualitatif deskriptif dengan teknik pengumpulan data melalui wawancara mendalam semi-terstruktur, observasi, dan dokumentasi terhadap empat partisipan yang dipilih melalui purposive sampling, terdiri dari satu Manajer HRD sebagai key informan dan tiga staff HRD termasuk satu mantan staff yang telah mengundurkan diri sebagai secondary informan, dengan keabsahan data dijamin melalui triangulasi sumber dan teknik serta analisis menggunakan model interaktif Miles dan Huberman. Hasil penelitian menunjukkan bahwa fenomena turnover berkembang secara bertahap dan terutama dipicu oleh perubahan gaya kepemimpinan sejak masuknya manajer baru, sementara faktor-faktor yang mendorong munculnya turnover intention meliputi beban kerja yang berlebihan dan tidak proporsional, gaya kepemimpinan yang terlalu mengontrol (micromanagement), minimnya kepercayaan atasan kepada bawahan, ketidakadilan dalam tindakan manajerial, serta pengelolaan transisi pekerjaan yang buruk. Adapun upaya yang diperlukan untuk menekan turnover intention mencakup pembenahan kualitas kepemimpinan sebagai prioritas utama, pembangunan mekanisme evaluasi kinerja manajer yang adil dan transparan, redistribusi beban kerja, percepatan rekrutmen, serta penetapan ekspektasi dan standar kerja yang jelas dan konsisten. Penelitian ini berkontribusi pada pengembangan kajian turnover intention melalui pendekatan kualitatif, khususnya dalam konteks departemen pengelola sumber daya manusia di sektor maritim yang masih jarang diteliti.***** This study aims to analyze the phenomenon of turnover intention within the Human Resource Development (HRD) Department of PT XYZ, a maritime and logistics service company located in the Special Capital Region of Jakarta, which experienced an increase in employee resignations, with three employees resigning in 2025 and four employees in 2026. The study employed a descriptive qualitative approach using data collection techniques consisting of semi-structured in-depth interviews, observation, and documentation involving four participants selected through purposive sampling, comprising one HRD Manager as the key informant and three HRD staff members, including one former employee who had resigned, as secondary informants. Data validity was ensured through source and technique triangulation, while data were analyzed using the Miles and Huberman interactive model. The findings indicate that the turnover phenomenon developed gradually and was primarily triggered by changes in leadership style following the appointment of a new manager. Factors contributing to turnover intention included excessive and disproportionate workloads, an overly controlling leadership style (micromanagement), a lack of trust from supervisors toward subordinates, perceived unfairness in managerial practices, and poor management of work transitions. Efforts required to reduce turnover intention include improving leadership quality as the primary priority, establishing fair and transparent managerial performance evaluation mechanisms, redistributing workloads, accelerating recruitment processes, and setting clear and consistent expectations and performance standards. This study contributes to the development of turnover intention research through a qualitative approach, particularly within the context of human resource management departments in the maritime sector, which remains relatively underexplored in existing literature.

Item Type:	Thesis (Sarjana)
Additional Information:	1). Dr. Munawaroh, M.Si ; 2). Ervina Maulida, S.Pd., MBA
Subjects:	Manajemen > Manajemen Sumber Daya Manusia
Divisions:	FE > D IV Administrasi Perkantoran Digital
Depositing User:	Calvin Kimura .
Date Deposited:	18 Aug 2026 07:30
Last Modified:	18 Aug 2026 07:30
URI:	http://repository.unj.ac.id/id/eprint/71412

Actions (login required)

View Item