PENGARUH WORK LIFE BALANCE, KEPUASAN KERJA DAN WORK ENGAGEMENT TERHADAP TURNOVER INTENTIONS DENGAN MENTORING SEBAGAI VARIABEL MODERATING PADA KARYAWAN HOTEL DAFAM SEMARANG

Bernardus Ferry Wahyu Laksono, Paulus Wardoyo

Abstract


Turnover intentions merupakan hal yang dihindari dari suatu organisasi, karena fenomena turnover memiliki biaya yang signifikan dan konsekuensi negatif lainnya untuk setiap organisasi. Penelitian ini ingin mengetahui pengaruh work life balance, kepuasan kerja, work engagement terhadap turnover intentions, dan juga pengaruh work life balance, kepuasan kerja, work engagement yang dimoderasi oleh mentoring terhadap turnover intentions.Metode penelitian yang digunakan adalah menggunakan pendekatan kuantitatif. Metode pengumpulan data dalam penelitian ini adalah metode kuesioner, dan skala pengumpulan data dengan skala likert. Data yang ada kemudian dianalisa menggunakan aplikasi smart-PLS versi 3.2.7.Terdapat pengaruh negatif signifikan dari setiap variabel bebasnya. Hal ini menunjukkan bahwa setiap variabel baik Work Life Balance, Kepuasan Kerja, Work Engagement, dan Mentoring telah berkontribusi menekan tingginya Turnover Intentions di Hotel Dafam Semarang.      Turnover intentions are avoided by an organization, because the turnover phenomenon has significant costs and other negative consequences for each organization. This study wanted to know the effect of work-life balance, job satisfaction, work engagement on turnover intentions, and also the effect of work-life balance, job satisfaction, work engagement which was moderated by mentoring towards turnover intentions.The research method used is to use a quantitative approach. The method of data collection in this study is the questionnaire method, and the scale of data collection with the Likert scale. The data is then analyzed using the smart-PLS version 3.2.7 application.There is a significant negative effect of each independent variable. This shows that each variable both Work - Life Balance, Job Satisfaction, Work Engagement, and Mentoring have contributed to suppressing the high turnover intensity at Dafam Hotel Semarang.Turnover intentions merupakan hal yang dihindari dari suatu organisasi, karena fenomena turnover memiliki biaya yang signifikan dan konsekuensi negatif lainnya untuk setiap organisasi. Penelitian ini ingin mengetahui pengaruh work life balance, kepuasan kerja, work engagement terhadap turnover intentions, dan juga pengaruh work life balance, kepuasan kerja, work engagement yang dimoderasi oleh mentoring terhadap turnover intentions.Metode penelitian yang digunakan adalah menggunakan pendekatan kuantitatif. Metode pengumpulan data dalam penelitian ini adalah metode kuesioner, dan skala pengumpulan data dengan skala likert. Data yang ada kemudian dianalisa menggunakan aplikasi smart-PLS versi 3.2.7.Terdapat pengaruh negatif signifikan dari setiap variabel bebasnya. Hal ini menunjukkan bahwa setiap variabel baik Work Life Balance, Kepuasan Kerja, Work Engagement, dan Mentoring telah berkontribusi menekan tingginya Turnover Intentions di Hotel Dafam Semarang.  

Keywords


Work Life Balance; Kepuasan Kerja; Work Engagement; Mentoring; Turnover Intentions; smart-PLS

Full Text:

PDF

References


Agoi, L. F. 2015. Effect of Work Engagement on Employee Turnover Intention in Public Sector, Kenya. International Journal of Economics, Commerce and Management.

Alnia ik, E., Alnia ik, ., Erat, S., & Ak in, K. 2013. Does Person-organization Fit Moderate the Effects of Affective Commitment and Job Satisfaction on Turnover Intentions? Procedia - Social and Behavioral Sciences.

Alvesteffer, R. 2016. The Importance of Work Life Balance. IOSR Journal of Business and Management.

Andrea, B., Gabriella, H., & T ­mea, J. 2016. Y and Z Generations at Workplaces. Journal of Competitiveness.

Azeez, O. R., Jayeoba, F., & Sdeoye, A. O. 2016. Job Satisfaction , Turnover Intention and Organizational. BVIMSR s Journal of Management Research.

Bejtkovsk ½, J. 2016. The Current Generations : The Baby Boomers , X , Y and Z in the Context of Human Capital Management of the 21st Century in Selected Corporations in the Czech Republic. The Cdentral European Journal of Social Sciences and Humanities.

Belias, D., & Koustelios, A. 2014. Transformational Leadership and Job Satisfaction in the Banking Sector : A Review. International Review of Management and Marketing.

Bothma, C. F. C., & Roodt, G. 2013. The validation of the turnover intention scale. SA Journal of Human Resource Management.

‡etin, A. T., Kızıl, C., & Zengin, H. Ä°. 2013. Impact of Mentoring on Organizational Commitment and Job Satisfaction of Accounting-Finance Academicians Employed in Turkey. Emerging Markets Journal.

Chemirmir, M. J., Musebe, R., & Nassiuma, B. K. 2018. The Role Of Work Life Balance On Employee Turnover In The Flower Industry In The North Rift Kenya. International Journal of Research in Social Sciences and Humanities.

Chun, J. U., Sosik, J. J., & Yun, N. Y. 2012. A longitudinal study of mentor and prot ©g © outcomes in formal mentoring relationships. Organizational Behavior.

Eby, L. T., Allen, T. D., Hoffman, B. J., Baranik, L. E., Sauer, J. B., Baldwin, S., Evans, S. C. (2013). An interdisciplinary meta-analysis of the potential antecedents, correlates, and consequences of prot ©g © perceptions of mentoring. Psychological Bulletin.

Geldenhuys, M., Åaba, K., & Venter, C. M. 2014. Meaningful work, work engagement and organisational commitment. SA Journal of Industrial Psychology.

Ghozali, I. 2015. Partial Least Square, Konsep, Teknik Dan Aplikasi Menggunakan Program SmartPLS 3.0 (2nd ed.). Semarang: Badan Penerbit Universitas Diponegoro.

Gupta, M., & Shaheen, M. 2017. Impact of Work Engagement on Turnover Intention : Moderation by Psychological Capital in India. Verslas: Teorija Ir Praktika.

Hassan, M., Akram, A., & Naz, S. 2012. The Relationship between Person Organization Fit, Person-Job-Fit and Turnover Intention in Banking Sector of Pakistan: The Mediating Role of Psychological Climate. International Journal of Human Resource Studies.

Jyoti, J., & Sharma, P. 2015. Impact of Mentoring Functions on Career Development: Moderating Role of Mentoring Culture and Mentoring Structure. Global Business Review.

Liyanage, H. M., & Gamage, P. 2017. Factors Influencing the Employee Engagement of the Generation Y Employees. Proceedings of APIIT Business & Technology Conference.

Mahdi, A. F., Zin, M. Z. M., Nor, M. R. M., Sakat, A. A., & Naim, A. S. A. 2016. The Relationship Between Job Satisfaction and Turnover Intention Faculty of Business Management. Department of Al Quran and Al Sunnah Studies ,. American Journal of Applied Sciences.

Naim, M. F., & Lenka, U. 2017. How does mentoring contribute to Gen Y employees intention to stay? An indian perspective. Europe s Journal of Psychology.

Nindyati, A. D. 2017. Pemaknaan Loyalitas Karyawan Pada Generasi X Dan Generasi Y (Studi Pada Karyawan Di Indonesia). Journal of Psychological Science and Profesion.

Nkomo, M. W., & Thwala, W. D. 2018. Advances in Human Factors in Training, Education, and Learning Sciences. Springer International Publishing.

Olawale, R., & Olarewaju, A. 2016. Job Satisfaction , Turnover Intention and Organizational. BVIMRS s Journal of Management Research.

Oosthuizen, R., Coetzee, M., & Munro, Z. 2016. Work-life balance, job satisfaction and turnover intention amongst information technology employees. Southern African Business Review.

Queiri, A., Wan Yusoff, W. F., & Dwaikat, N. 2015. Explaining generation-Y employees turnover in Malaysian context. Asian Social Science.

Siagian, S. P. 2012. Teori Motivasi dan Aplikasinya (3rd ed.). Jakarta: PT Rineka Cipta.

Suifan, T. S., Abdallah, A. B., & Diab, H. 2016. The influence of work life balance on turnover intention in private hospitals: The mediating role of work life conflict. European Journal of Business and Management.

Sutrisno, E. 2017. Manajemen Sumber Daya Manusia (9th ed.). Jakarta: Kencana.

Takawira, N., Coetzee, M., & Schreuder, D. 2014. Job embeddedness, work engagement and turnover intention of staff in a higher education institution: An exploratory study. SA Journal of Human Resource Management.

Weyland, A. 2011. Engagement and talent management of Gen Y. Industrial and Commercial Training.

Woo, H. R. 2017. Exploratory study examining the joint impacts of mentoring and managerial coaching on organizational commitment. Sustainability (Switzerland).

Zhang, W., Meng, H., Yang, S., & Liu, D. 2018. The influence of professional identity, job satisfaction, and work engagement on turnover intention among township health inspectors in China. International Journal of Environmental Research and Public Health.

Zhao, L., & Zhao, J. 2017. A Framework of Research and Practice: Relationship between Work Engagement, Affective Commitment, and Turnover Intentions. Open Journal of Social Sciences.




DOI: http://dx.doi.org/10.26623/jreb.v12i1.1525

Refbacks

  • There are currently no refbacks.


Editor's Address :
Gedung O  Magister Management Program of Universitas Semarang.
Jl.Soekarno-Hatta, Tlogosari. Semarang, Jawa-Tengah,  Telp: 024-6702757; Fax: 024-6702272,  e_mail: jreb@usm.ac.id
 
Creative Commons License

This work is licensed under a Creative Commons Attribution 4.0 International License.