Pengaruh Kompensasi terhadap Niat Keluar pada Tenaga Kerja Multigenerasi: Bukti dari Generasi X, Y, dan Z
DOI:
https://doi.org/10.32678/tarbawi.v11i01.11036
Abstrak viewed : 129 times
| 
PDF (English) downloaded : 129 times
Kata Kunci:
Kompensasi, Niatan Mengundurkan Diri, Generasi XYZ, Muktigenerasi, Angkatan KerjaAbstrak
Penelitian ini mengkaji pengaruh kompensasi terhadap niat keluar (turnover intention) di kalangan karyawan PT ASN, dengan fokus pada generasi X, Y, dan Z. Menggunakan sampel 100 responden dari 315 populasi karyawan PT ASN, yang diperoleh melalui teknik non-probability sampling dengan pendekatan purposive sampling, peneliti menggunakan kerangka penelitian kuantitatif dengan teknik pengumpulan data survei menggunakan skala Likert ordinal yang berkisar dari 1 hingga 5. Analisis data dilakukan dengan menggunakan SEM-PLS melalui aplikasi SmartPLS 4. Hasil penelitian menunjukkan bahwa variabel kompensasi memiliki pengaruh negatif terhadap niat keluar, dengan nilai sampel asli (O) sebesar -0,326, yang mengindikasikan bahwa kompensasi yang lebih tinggi mengarah pada niat keluar yang lebih rendah. Nilai T-statistik sebesar 3,002, yang lebih besar dari ambang batas 1,96, dan nilai P sebesar 0,003, yang lebih kecil dari 0,05, menunjukkan bahwa pengaruh tersebut signifikan secara statistik. Temuan ini mendukung hipotesis bahwa kompensasi memainkan peran penting dalam mengurangi niat keluar. Oleh karena itu, PT ASN disarankan untuk terus menawarkan paket kompensasi yang kompetitif guna mempertahankan talenta dan mengurangi turnover di kalangan karyawan, khususnya di antara berbagai generasi dalam angkatan kerja.
Unduhan
Referensi
Adams, J. S. (2015). Equity theory. In Organizational Behavior 1 (pp. 134-158). Routledge.
Alam, S., Ridjal, S., Samad, A., & Samad, M. A. (2022). Pengaruh kepemimpinan, kepuasan kerja dan kompensasi terhadap turnover intention pada karyawan perusahaan pers dalam SMSI Sulsel. Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi Dan Pelayanan Publik, 9(3), 489–499, DOI: https://doi.org/10.37606/publik.v9i3.342.
Alias, N. E., Rohmanan, N. H., Ismail, S., Koe, W. L., & Othman, R. (2018). Factors influencing turnover intention in a Malaysian manufacturing company. KnE Social Sciences, 771-787. https://doi.org/10.18502/kss.v3i10.3171
Alkahtani, A. H. (2015). Investigating factors that influence employees' turnover intention: A review of existing empirical works. International journal of Business and Management, 10(12), 152. https://doi.org/10.5539/ijbm.v10n12p152
Amri, S., Wardani, R., & Magdalena, K. M. (2021). Pengaruh kompensasi, lingkungan kerja, dan kepuasan kerja terhadap turnover intention karyawan pada PT. Quri Villas-The Chandi Boutique Resorts and Spa (Hotel the Chandi Senggigi). Target: Jurnal Manajemen Bisnis, 3(2), 119-130. https://doi.org/10.30812/target.v3i2.1233
Armstrong, M., & Taylor, S. (2023). Armstrong's handbook of human resource management practice: A guide to the theory and practice of people management. Kogan Page Publishers.
Asri, C. P. (2022). Turnover intention: a literature review. Journal of Business Studies and Mangement Review, 5(2), 337–341. https://doi.org/10.22437/jbsmr.v5i2.16410
Badan Pusat Statistik. (2020). Jumlah Penduduk menurut Wilayah, Klasifikasi Generasi, dan Jenis Kelamin, Indonesia, 2020.
Cachón-Rodríguez, G., Blanco-González, A., Prado-Román, C., & Del-Castillo-Feito, C. (2022). How sustainable human resources management helps in the evaluation and planning of employee loyalty and retention: Can social capital make a difference? Evaluation and program planning, 95, 102171. https://doi.org/10.1016/j.evalprogplan.2022.102171
Dessler, G., Cole, N. D., & Chhinzer, N. (2015). Management of human resources: The essentials. London: Pearson.
Dimock, M. (2019). Defining generations: Where Millennials end and Generation Z begins. Pew research center, 17(1), 1-7.
Gupta, N., & Shaw, J. D. (2014). Employee compensation: The neglected area of HRM research. Human Resource Management Review, 24(1), 1-4. https://doi.org/10.1016/j.hrmr.2013.08.007
Hair, J. F., Sarstedt, M., Hopkins, L., & Kuppelwieser, V. G. (2014). Partial least squares structural equation modeling (PLS-SEM): An emerging tool in business research. European Business Review, 26(2), 106–121. https://doi.org/10.1108/EBR-10-2013-0128
Hair, J., & Alamer, A. (2022). Partial Least Squares Structural Equation Modeling (PLS-SEM) in second language and education research: Guidelines using an applied example. Research Methods in Applied Linguistics Elsiver, 1(3), https://doi.org/10.1016/j.rmal.2022.100027.
Hanif, A., Khalid, W., & Khan, T. N. (2013). Relating Maslow's hierarchy of needs with employee turnover and retention: case study of local telco. International Journal of Human Resource Studies, 3(2), 51. http://dx.doi.org/10.5296/ijhrs.v3i2.3864
Hoy, W. K., & Adams, C. M. (2015). Quantitative research in education: A primer. Sage Publications.
Hussain, T., & Deery, S. (2018). Why do self-initiated expatriates quit their jobs: The role of job embeddedness and shocks in explaining turnover intentions? International Business Review, 27(1), 281-288. https://doi.org/10.1016/j.ibusrev.2017.08.002
Karimah, V. N. M. (2024). Pengaruh Job Insecurity, Kompensasi, Kepuasan Kerja Terhadap Turnover Intention. Management Studies and Entrepreneurship Journal, 5(2), 3405-3417. https://doi.org/10.37385/msej.v5i2.4545
Kupperschmidt, B. R. (2000). Multigeneration employees: Strategies for effective management. The health care manager, 19(1), 65-76. https://doi.org/10.1097/00126450-200019010-00011.
Kusuma, A. G. P., & Febrina, R. (2023). The Effect of Compensation, Organizational Commitment, and Job Satisfaction on Turnover Intention at Bank XYZ. J. Ilmiah, Manaj. Sumber Daya Mns, 6(1), 463-479. https://doi.org/10.32493/jjsdm.v6i3.29774
Lexy J. Moleong, D. M. A. (2019). Metodologi Penelitian Kualitatif (Edisi Revisi). PT. Remaja Rosda Karya
Madden, L., Mathias, B. D., & Madden, T. M. (2015). In good company: The impact of perceived organizational support and positive relationships at work on turnover intentions. Management Research Review, 38(3), 242-263. https://doi.org/10.1108/MRR-09-2013-0228
Ohunakin, F., & Olugbade, O. A. (2022). Do employees' perceived compensation system influence turnover intentions and job performance? The role of communication satisfaction as a moderator. Tourism Management Perspectives, 42, 100970. https://doi.org/10.1016/j.tmp.2022.100970
Park, J. H., Newman, A., Zhang, L., Wu, C., & Hooke, A. (2016). Mentoring functions and turnover intention: The mediating role of perceived organizational support. The international journal of human resource management, 27(11), 1173-1191. https://doi.org/10.1080/09585192.2015.1062038
Pierce, L., & Snyder, J. A. (2015). Unethical demand and employee turnover. Journal of business ethics, 131, 853-869. https://doi.org/10.1007/s10551-013-2018-2
Prasetyo, I., Endarti, E. W., Aliyyah, N., Rusdiyanto, R., Kalbuana, N., & Rochman, A. S. U. (2021). Effect of compensation and discipline on employee performance: a case study Indonesia. Journal of Hunan University (Natural Sciences), 48(6), 277-298. https://doi.org/10.47191/ijcsrr/v4-i7-25
Purwatiningsih, P., & Iwan, I. (2022). Aspek yang Memengaruhi Turnover Intention di PT. Nusapala Group. Maker: Jurnal Manajemen, 8(1), 1-8. https://doi.org/10.37403/mjm.v8i1.417.
Sarstedt, M., Ringle, C. M., & Hair, J. F. (2021). Partial least squares structural equation modeling. In Handbook of market research (pp. 587-632). Cham: Springer International Publishing.
Sharma, R. C., & Sharma, S. (2024). Compensation and Reward Management: Wage and Salary Administration and Benefits. Taylor & Francis.
Sinaga, M., Saluy, A. B., Kemalasari, N., & Bari, A. (2022). The impact of compensation and career development on turnover intention with job satisfaction as intervening variable at PT Wijaya Machinery Perkasa. Dinasti International Journal of Economics, Finance & Accounting (DIJEFA), 3(5), 551–563. https://doi.org/10.38035/dijefa.v3i5.1508.
Sukwandi, R., & Meliana, M. (2014). Faktor-faktor yang mempengaruhi kinerja dan turn over intention karyawan usaha kecil menengah. Jurnal Rekayasa Sistem Industri, 3(1), 1-9. https://doi.org/10.26593/jrsi.v3i1.337.1-9
Twenge, J. M. (2010). A review of the empirical evidence on generational differences in work attitudes. Journal of business and Psychology, 25, 201-210. https://doi.org/10.1007/s10869-010-9165-6
Wei, Y. C. (2015). Do employees high in general human capital tend to have higher turnover intention? The moderating role of high-performance HR practices and PO fit. Personnel Review, 44(5), 739-756. https://doi.org/10.1108/PR-07-2013-0137
Werther, W. B., & Davis, K. (1996). Human resources and personnel management. McGraw-Hill series in management.
Widener, S. K. (2006). Human capital, pay structure, and the use of performance measures in bonus compensation. Management accounting research, 17(2), 198-221. https://doi.org/10.1016/j.mar.2005.06.001
Wiguna, I. P. A. A., Sugianingrat, I. A. P. W., & Astrama, I. M. (2023). The effect of compensation on employee turnover intention at msmes in denpasar city: job satisfaction as mediation. Management and Applied Social Studies Review, 1(2), 53-63. https://doi.org/10.32795/massiv.v1i2.3726
Wilkinson, A., Bacon, N., Snell, S., Lepak, D., & Walsh, J. (2019). Working Time and Work–Life Balance. In The SAGE Handbook of Human Resource Management (pp. 387-401). SAGE Publications Ltd.
Yusuf, M. (2024). Generasi milenial: Fleksibilitas, kepuasan dan loyalitas kerja. CV. Azka Pustaka.
##submission.downloads##
Diterbitkan
Cara Mengutip
Terbitan
Bagian
Lisensi
Hak Cipta (c) 2025 Widyastuti Widarmasanti Wijono, Ramli Parulian Sitorus , Angka Utama, Fairuz Arta Abhipraya
Artikel ini berlisensiCreative Commons Attribution-ShareAlike 4.0 International License.
