PENGARUH EMPLOYEE ENGAGEMENT DAN KOMPENSASI TERHADAP TURNOVER INTENTION YANG DIMEDIASI OLEH KEPUASAN KERJA (PADA PT AERO NUSANTARA INDONESIA)

FADHILAH, NURUL (2019) PENGARUH EMPLOYEE ENGAGEMENT DAN KOMPENSASI TERHADAP TURNOVER INTENTION YANG DIMEDIASI OLEH KEPUASAN KERJA (PADA PT AERO NUSANTARA INDONESIA). S2 thesis, Universitas Mercu Buana Jakarta.

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Abstract

Human resources are one of the driving factors of companies performance, so it is important for company to maintain the human resources they have. Retaining employees so they do not have the desire to leave the company is a challenges that must be faced by the company. The purpose of this study was to analyze the variables of employee engagement and compensation to turnover intentions mediated by the job satisfaction at PT Aero Nusantara Indonesia. The type of research used is quantitative research with survey methods. The data used was primary data through distributing questionnaires to respondents, as well as secondary data obtained from HRD PT Aero Nusantara Indonesia. This study using all population employees of PT Aero Nusantara Indonesia. The number of samples in this study were 140 employees who were selected based on the simple random sampling method by determining the number of samples using the Ferdinand formula. This study uses a Likert scale. The data were analyzed by using the method of Stuctural Equation Modeling (SEM) with the help of Amos version 22. The results of this study indicate that employee engagement and compensation have negative effects on turnover intention, employee engagement and compensation have a positive effect on job satisfaction. Finally job satisfaction mediating employee engagement and compensation variables for turnover intention. The direct effect of employee engagement on turnover intention was -0,679, and the indirect effect of employee engagement through job satisfaction on turnover intention was 0.213. The direct effect of compensation on turnover intention is -0,338, and the indirect effect of compensation on turnover intention through job satisfaction is -0,361. Keywords: Employee engagement, compensation, turnover intention, job satisfaction. Sumber daya manusia adalah salah satu faktor penggerak roda perusahaan, sehigga penting untuk perusahaan mempertahankan sumber daya manusia yang dimiliki. Mempertahankan karyawan agar tidak memiliki keinginan untuk keluar dari perusahaan merupakan salah satu tantangan yang harus dihadapi perusahaan. Tujuan penelitian ini adalah untuk menguji variabel employee engagement dan kompensasi terhadap turnover intention yang dimediasi oleh kepuasaan kerja di PT Aero Nusantara Indonesia. Jenis penelitian yang digunakan adalah penelitian kuantitatif dengan metode survey. Data yang digunakan adalah data primer melalui penyebaran kuesioner kepada responden, serta data sekunder yang didapatkan dari HRD PT Aero Nusantara Indonesia. Penelitian ini menggunakan populasi seluruh karyawan PT Aero Nusantara Indonesia. Jumlah sampel pada penelitian ini adalah 140 karyawan yang dipilih dengan berdasarkan metode simple random sampling dengan penentuan jumlah sampel dengan menggunakan rumus Ferdinand. Penelitian ini menggunakan skala likert. Metode analisis yang digunakan adalah metode Stuctural Equation Modelling (SEM) dengan bantuan Amos versi 22. Hasil penelitian ini menunjukkan bahwa employee engagement dan kompensasi memiliki efek negatif pada turnover intention, employee engagement dan kompensasi memiliki efek positif pada kepuasan kerja. Kepuasan kerja memediasi variabel employee engagement dan kompensasi terhadap turnover intention. Pengaruh langsung employee engagement terhadap turnover intention sebesar -0,679, dan pengaruh tidak langsung employee engagement melaui kepuasan kerja terhadap turnover intention sebesar 0,213. Pengaruh langsung kompensasi terhadap turnover intention sebesar -0,338, dan pengaruh tidak langsung kompensasi terhadap turnover intention melalui kepuasan kerja sebesar -0,361. Kata kunci : Employee engagement, kompensasi, turnover intention, kepuasaan kerja.

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