DETERMINAN TURNOVER INTENTION KARYAWAN PADA PT. FAJAR SURYA SWADAYA

Penelitian ini bertujuan mengembangkan model strategi pengaruh job insecurity, career development, employee involvement dan employee engagement terhadap turnover intention di PT. Fajar Surya Swadaya. Metode kuantitatif digunakan dalam penelitian ini. Sampel terdiri dari 150 karyawan dengan tingkat manajerial. Kriteria sampel dalam penelitian ini adalah pegawai tetap dan telah bekerja minimal 1 tahun. Teknik pengumpulan data dengan cara menyebarkan kuesioner secara langsung kepada seluruh sampel. Analisis data yang digunakan adalah SEM-PLS (Structural Equation Modelling - Partial Least Square). Hasil empiris menunjukkan bahwa job insecurity berpengaruh positif dan signifikan terhadap turnover intention. Sementara career development dan employee engagement berpengaruh negatif dan signifikan terhadap turnover intention; dengan pengaruh terbesar dari variabel career development. Namun, employee involvement berpengaruh tidak signifikan terhadap turnover intention. Lebih jauh, job insecurity berpengaruh negatif dan signifikan terhadap employee engagement. Sementara career development berpengaruh positif dan signifikan terhadap employee engagement; dengan pengaruh terbesar dari variabel career development. Namun, employee involvement berpengaruh tidak signifikan terhadap employee engagement. Hasil lainnya menunjukkan job insecurity yang dimediasi oleh employee engagement berpengaruh positif dan signifikan terhadap turnover intention. Sementara career development yang dimediasi employee engagement berpengaruh negatif dan signifikan terhadap turnover intention; dengan pengaruh terbesar dari variabel career development. Namun, employee involvement yang dimediasi employee engagement berpengaruh tidak signifikan terhadap turnover intention. Hasil empiris ini menunjukkan bahwa peran mediasi employee engagement pada job insecurity dan career development ternyata mampu meredam niat karyawan berpindah kerja. Dari penelitian ini dihasilkan kebaruan (novelty) berupa model strategi turnover intention di PT. Fajar Surya Swadaya. This study aims to develop a strategic model of the influence of job insecurity, career development, employee involvement, and employee engagement on the turnover intention at PT. Fajar Surya Swadaya. Quantitative methods are used in this study. The sample consists of 150 employees at the managerial level. The sample criteria in this study were permanent employees who had worked for at least 1 year. Data collection techniques by distributing questionnaires directly to all samples. Analysis of the data used is SEM-PLS (Structural Equation Modeling - Partial Least Square). Empirical results show that job insecurity has a positive and significant effect on turnover intention. Meanwhile, career development and employee engagement have a negative and significant effect on turnover intention; with the greatest influence on career development variables. However, employee involvement has no significant effect on turnover intention. Furthermore, job insecurity has a negative and significant effect on employee engagement. While career development has a positive and significant effect on employee engagement; with has the greatest influence on career development variables. However, employee involvement has no significant effect on employee engagement. Other results show that job insecurity mediated by employee engagement has a positive and significant effect on turnover intention. Meanwhile, career development mediated by employee engagement has a negative and significant effect on turnover intention; with the greatest influence on career development variables. However, employee involvement mediated by employee engagement has no significant effect on turnover intention. These empirical results show that the mediating role of employee engagement in job insecurity and career development can reduce employee intention to change jobs. This research resulted in a novelty of the turnover intention strategy model at PT. Fajar Surya Swadaya