DETERMINAN VOLUNTARY TURNOVER INTENTION MANAJER MADYA DI PULAU JAWA

VIZANO, NICO ALEXANDER (2022) DETERMINAN VOLUNTARY TURNOVER INTENTION MANAJER MADYA DI PULAU JAWA. S3 thesis, Universitas Mercu Buana Jakarta.

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Abstract

This study aims to analyze determinant factors affecting turnover intention of middle-level managers in the manufacturing and service industries in Java, Indonesia. The research design used is causal, using quantitative data with a Likert measurement scale. Independent variables include Compensation, Career Development, Organizational Commitment, and Work Stress, intervening variables include Job Satisfaction and Corporate Culture, and the dependent variable is Turnover Intention. The population is middle managers of manufacturing and service companies in Java. The sampling method used is based on willingness to participate (convenience sampling), and a sample of 254 middle-level managers was obtained, calculated from 5x47 indicators. The research instrument was a questionnaire distributed by google form and email. Data analysis using structural equation modeling with LISREL software - confirmatory factor analysis method. Hypothesis testing was carried out to test the direct and indirect effects with the following details: 1) The effect of the independent variable on the intervening showed that (a) Managerial Incentives, Work Stress, and Employee Commitment have a significant effect on Job Satisfaction, (b) Managerial Incentives and Employee Commitment have a significant effect on Corporate Culture; 2) The result obtained from the direct effect of the independent variable on the dependent variable showed that (a) Managerial Incentives, Career Development and Work Stress have a significant direct effect on Turnover Intention, (b) Job Satisfaction and Organizational Culture have a significant negative effect on Turnover Intention; 3) The indirect effect of the independent variable on the dependent variable showed that (a) Job Satisfaction mediates the effect of Managerial Incentives, Work Stress and Employee Commitment on Turnover Intention, (b) Corporate Culture mediates the effect of Managerial Incentives and Work Stress on Turnover Intention, (c) Job Satisfaction mediates the influence of Corporate Culture on Turnover Intention. In referring to the hypothesis test results, it is concluded that the determinant factors that directly affect Turnover Intention are Managerial Incentives, Career Development, and Work Stress. At the same time, Job Satisfaction and Corporate Culture can mediate the influence of Managerial Incentives and Work Stress on Turnover Intention. Thus, empirical evidence can be obtained that the most powerful determinants influencing Turnover Intention are Managerial Incentives and Work Stress. If we look at the dimensions of Managerial Incentives, there is evidence that non-financial incentives give the greatest influence. The findings in this study indicate the importance of understanding the strongest determinants of turnover intention, which is integrated with follow-up action in formulating policies to provide incentives, pay attention to career development and maintain work stress which can be a factor that reduces turnover intention of middle managers in Java. Keywords: turnover intentions, job satisfaction, corporate culture, managerial incentives, career development, job stress, employee commitment. Penelitian ini bertujuan untuk menganalisis faktor-faktor determinan yang mempengaruhi keinginan berpindah karyawan pada tingkat manajer madya pada industri manufaktur dan jasa di Jawa, Indonesia. Desain penelitian yang digunakan adalah kausal, menggunakan data kuantitatif dengan skala pengukuran Likert. Variabel bebas terdiri dari Kompensasi, Pengembangan Karir, Komitmen Organisasi, dan Stres Kerja, dan variabel intervening terdiri dari Kepuasan Kerja dan Budaya Perusahaan, dan Turnover Intention sebagai variabel terikat. Populasinya adalah seluruh manajer madya perusahaan manufaktur dan jasa di pulau Jawa. Teknik pengambilan sampel menggunakan non-probability sampling berdasarkan kesediaan untuk berpartisipasi (convenience sampling), dan sampel sebanyak 254 tingkat manajer madya diperoleh dari perhitungan 5x47 indikator. Instrumen penelitian adalah kuesioner yang disebarkan melalui Google Form dan email. Analisis data menggunakan structural equation modeling dengan bantuan software LISREL - metode confirmatory factor analysis. Pengujian hipotesis dilakukan untuk menguji pengaruh langsung dan tidak langsung dengan rincian sebagai berikut: 1) Pengaruh variabel bebas terhadap intervensi menunjukkan bahwa (a) insentif manajerial, stres kerja dan komitmen karyawan berpengaruh signifikan terhadap kepuasan kerja, ( b) insentif manajerial dan komitmen karyawan berpengaruh signifikan terhadap Budaya Perusahaan; 2) Pengaruh langsung variabel bebas terhadap variabel terikat diperoleh hasil bahwa; (a) Insentif Manajerial, Pengembangan Karir dan Stres Kerja berpengaruh langsung signifikan terhadap Turnover Intention, (b) Kepuasan Kerja dan Budaya Perusahaan berpengaruh negatif signifikan terhadap Turnover Intention; 3) Pengaruh tidak langsung variabel bebas terhadap variabel terikat memberikan hasil bahwa (a) Kepuasan Kerja memediasi pengaruh Insentif Manajerial, Stres Kerja dan Komitmen Karyawan terhadap Turnover Intention, (b) Budaya Perusahaan memediasi pengaruh Insentif Manajerial dan Stres Kerja terhadap Turnover Intention, ( c) Kepuasan Kerja memediasi pengaruh Budaya Perusahaan terhadap Turnover Intention. Mengacu pada hasil uji hipotesis, disimpulkan bahwa faktor-faktor determinan yang secara langsung mempengaruhi Turnover Intention adalah Insentif Managerial, Pengembangan Karis, dan Stres Kerja. Sebaliknya, Kepuasan Kerja dan Budaya Perusahaan dapat memediasi pengaruh Insentif Manajerial dan stres kerja terhadap turnover intention. Dengan demikian, bukti empiris dapat diperoleh bahwa determinan paling kuat yang mempengaruhi keinginan berpindah adalah Insentif Manajerial dan Stres Kerja. Jika dilihat dari dimensi insentif manajerial, terdapat bukti bahwa insentif non finansial memberikan bobot pengaruh yang paling besar. Temuan dalam penelitian ini menunjukkan pentingnya memahami determinan turnover intention yang paling kuat, yang terintegrasi dengan tindak lanjut dalam merumuskan kebijakan dalam memberikan insentif, memperhatikan pengembangan karir, dan menjaga stres kerja karena dapat menjadi faktor yang mengurangi turnover intention manajer madya di pulau jawa. Kata kunci: Turnover Intention, Kepuasan Kerja, Budaya Perusahaan, Insentif Manajerial, Pengembangan Karir, Stres Kerja, Komitmen Karyawan

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