HRM PRACTICES, WORK ENGAGEMENT AND EMPLOYEE TURNOVER INTENTION

Abstract This study aims to determine the impact of employee satisfaction with human resource management (HRM) practices (training satisfaction, performance appraisal satisfaction, and pay satisfaction) on work engagement and turnover intention of employees of Sygma Exa Grafika. In addition, the mediating role of work engagement between employee satisfaction with HRM practices and turnover intention is also assessed. In this study, the data used came from questionnaires distributed to respondents using likert scale measurement and collected respondents from a total of 123 employees who receive training, performance appraisal, and pay. The sampling technique used in this study is saturated sampling. Partial least squares structural equation modeling (PLS-SEM) is used as data analysis method. The results of this study state that training satisfaction and pay satisfaction each have an effect on work engagement. However, performance appraisal satisfaction has no effect on work engagement. Furthermore, work engagement mediates the relationship between training satisfaction, pay satisfaction and turnover intention. However, it did not have any mediating effect on performance appraisal satisfaction and turnover intention. Keywords: HRM Practices, Training Satisfaction, Performance Appraisal Satisfaction, Pay Satisfaction, Work Engagement, Turnover Intention