Analysis of the Influence of Work Environment and Job Satisfaction on Employee Turnover with Employee Relations as a Mediating Variable (A Case Study at PT Zahir International)

Ade Rifa’i; Suharto Suharto; Dhistianti Mei Rahmawantari

Penulis

Ade Rifa’i Krisnadwipayana University. Jalan Raya Jatiwaringin, RT. 03 / RW. 04, Pondok Gede, Jakarta Timur 13077
Suharto Suharto Krisnadwipayana University. Jalan Raya Jatiwaringin, RT. 03 / RW. 04, Pondok Gede, Jakarta Timur 13077
Dhistianti Mei Rahmawantari Krisnadwipayana University. Jalan Raya Jatiwaringin, RT. 03 / RW. 04, Pondok Gede, Jakarta Timur 13077

Kata Kunci:

Work Environment, Job Satisfaction, Employee Relations, Employee Turnover, Mediation

Abstrak

This study explores the influence of work environment and job satisfaction on employee turnover, with employee relations as a mediating variable. The research was conducted at PT Zahir International using a survey method with all employees as respondents. The analysis employed a structural equation modeling approach with Partial Least Squares to examine both direct and indirect relationships among variables. The findings indicate that work environment and job satisfaction significantly enhance employee relations, while stronger employee relations contribute to reducing turnover intentions. Moreover, employee relations mediate the impact of work environment and job satisfaction on employee turnover, highlighting its strategic role in maintaining organizational stability. The study contributes to the development of human resource management theory by emphasizing the importance of relational dynamics in retaining employees. Practically, the results suggest that organizations should invest in supportive environments and satisfaction policies to strengthen employee relations and reduce turnover.

Unduhan

Data unduhan belum tersedia.

Referensi

AlAbri, I., & Alam, M. N. (2022). Human Resource Management (HRM) Practices and Employees’ Adaptive Performance: The Moderating Role of Transformational Leadership. Webology, 19(2).

Alam, A., & Asim, M. (2019). Relationship between job satisfaction and intensi perputaran. International Journal of Human Resource Studies, 9(2), 163.

Alex, Nitisemito. (2015). Manajemen sumber daya manusia. Pustaka Setia.

Antari, N. L. S. (2019). Pengaruh kepuasan kerja terhadap komitmen organisasi dan intensi perputaran. Prospek: Jurnal Manajemen dan Bisnis, 1(1), 31–37.

Arikunto, S. (2019). Prosedur penelitian: Suatu pendekatan praktik. Rineka Cipta.

Berber, N., Gašić, D., Katić, I., & Borocki, J. (2022). The mediating role of job satisfaction in the relationship between FWAs and intensi perputaran. Sustainability, 14(8), 4502.

Busro, M. (2018). Teori-teori manajemen sumber daya manusia. Prenada Media.

Chen, X., Ran, L., Zhang, Y., Yang, J., Yao, H., Zhu, S., & Tan, X. (2019). Moderating role of job satisfaction on intensi perputaran and burnout among workers in primary care institutions. BMC Public Health, 19, 1–10.

Creswell, J. W., & Creswell, J. D. (2017). Research design: Qualitative, quantitative, and mixed methods approaches. Sage.

Dodanwala, T. C., & Santoso, D. S. (2022). The mediating role of job stress on the relationship between job satisfaction facets and intensi perputaran. Engineering, Construction and Architectural Management, 29(4), 1777–1796.

Donaldson, L. (2006). The Contingency Theory of organizational design: Challenges and opportunities. In Organization design (pp. 19–40).

Fiedler, F. (2015). Contingency Theory of leadership. In Organizational behavior 1 (pp. 232–255). Routledge.

Ghozali, I. (2015). Konsep, teknik, aplikasi menggunakan Smart PLS 3.0 untuk penelitian empiris. BPFE.

Hidayati, H., & Rizalti, M. K. (2021). Pengaruh stres kerja, lingkungan kerja, dan kepuasan kerja terhadap intensi perputaran. Jurnal Pundi, 5(2).

Jamil, D. A., Sabah, K. K., Gardi, B., & Adnan, S. (2022). The mediation role of organizational culture between employee turnover intention and job satisfaction. International Journal of Teaching, Learning and Education, 1(4), 24–35.

Januartha, A. A. G. A., & Adnyani, I. G. A. D. (2019). Pengaruh job insecurity dan kepuasan kerja terhadap intensi perputaran pada karyawan hotel. E-Jurnal Manajemen, 8(2), 7548–7575.

Kang, M., & Sung, M. (2019). To leave or not to leave: The effects of perceptions of organizational justice on employee intensi perputaran. Journal of Public Relations Research, 31(5–6), 152–175.

Kasmiruddin, Ruzikna, Othman, L., & Nurjanah. (2021). Iklim organisasi dan kepuasan kerja sebagai strategi mempertahankan karyawan. Jurnal Administrasi Bisnis, 10(1), 77–86.

Khomaryah, E., Pawenang, S., & Hadi, S. (2020). Intensi perputaran PT Efrata Retailindo ditinjau dari beban kerja, lingkungan kerja dan kepuasan kerja. Business Management Analysis Journal (BMAJ), 3(1), 35–45.

Lee, T. W., Hom, P. W., Eberly, M. B., & Li, J. J. (2018). Managing employee retention and turnover with 21st century ideas. Organizational Dynamics, 47(1), 88–98.

Luthans, F. (2011). Organizational behavior: An evidence-based approach. McGraw-Hill.

Manurung, M. T., & Ratnawati, I. (2012). Analisis pengaruh stres kerja dan kepuasan kerja terhadap intensi perputaran karyawan. Jurnal Ilmu Manajemen.

Mitchell, T. R., Holtom, B. C., Lee, T. W., Sablynski, C. J., & Erez, M. (2001). Why people stay: Using Job Embeddedness to predict voluntary turnover. Academy of Management Journal, 44(6), 1102–1121.

Mobley, W. H., Horner, S. O., & Hollingsworth, A. T. (1979). An evaluation of precursors of hospital employee turnover. Journal of Applied Psychology, 63(4), 408–414.

Naz, S., Li, C., Nisar, Q. A., Khan, M. A. S., Ahmad, N., & Anwar, F. (2020). A study in the relationship between supportive work environment and employee retention. SAGE Open, 10(2).

Nitisemito. (2019). Manajemen sumber daya manusia (Edisi tiga). Ghalia Indonesia.

Oruh, E. S., Mordi, C., Ajonbadi, A., Mojeed-Sanni, B., Nwagbara, U., & Rahman, M. (2020). Investigating the relationship between managerialist employment relations and employee intensi perputaran. Industrial Relations: The International Journal, 42(1), 52–74.

Poku, C. A., Donkor, E., & Naab, F. (2022). Impacts of nursing work environment on intensi perputaran: The mediating role of burnout in Ghana. Nursing Research and Practice, 2022(1), 1310508.

Raziq, A., & Maulabakhsh, R. (2015). Impact of working environment on job satisfaction. Procedia Economics and Finance, 23, 717–725.

Robbins, S. P., & Judge, T. A. (2017). Perilaku organisasi. Salemba Empat.

Robbins, S. P., & Judge, T. A. (2018). Organizational behavior. Salemba Empat.

Shaw, J. D. (1999). Job satisfaction and intensi perputaran: The moderating role of positive affect. The Journal of Social Psychology, 139(2), 242–244.

Subramaniam, A., et al. (2016). Work climate and employee turnover. Journal of Management Research.

Sugiyono. (2016). Metode penelitian bisnis. Alfabeta.

Susilo, J., & Satrya, I. G. B. H. (2019). Pengaruh kepuasan kerja terhadap intensi perputaran yang dimediasi oleh komitmen organisasional. Jurnal Manajemen.

Sutikno, M. (2020). Pengaruh beban kerja dan kompensasi terhadap intensi perputaran dengan kepuasan kerja sebagai variabel intervening. Prosiding Konstelasi Ilmiah Mahasiswa Unissula (KIMU).

Taufiq, M. I., Sasmita, H., Hamdat, A., & Singkeruang, A. W. T. F. (2022). Pengaruh lingkungan kerja dan produktivitas kerja terhadap kinerja pegawai Rumah Sakit Umum Daerah Daya di masa COVID-19. Jurnal Sains Manajemen Nitro, 1(2), 150–160.

Trevor, C. O. (2001). Interactions among actual ease-of-movement determinants and job satisfaction in the prediction of voluntary turnover. Academy of Management Journal, 44(4), 621–638.

Triandis, H. C. (1977). Interpersonal behavior. Brooks/Cole.

Wright, T. A., & Bonett, D. G. (2007). Job satisfaction and psychological well-being as nonadditive predictors of workplace turnover. Journal of Management, 33(2), 141–160.