Pengaruh Kepuasan Penilaian Kinerja, Kepuasan Gaji terhadap Turnover Invention dimediasi oleh Keterikatan Kerja

Angga Prastian

doi:10.31004/riggs.v4i3.2711

Authors

Angga Prastian Universitas Islam Sultan Agung

DOI:

https://doi.org/10.31004/riggs.v4i3.2711

Keywords:

Kepuasan Penilaian Kinerja, Kepuasan Gaji, Keterikatan Kerja, Turnover Intention, Mediasi

Abstract

Turnover intention masih menjadi persoalan strategis dalam manajemen sumber daya manusia karena menimbulkan kerugian biaya, hilangnya pengetahuan, serta menurunnya produktivitas dan kinerja organisasi. Fenomena ini terlihat pada PT. Equityworld Futures Semarang, khususnya di divisi pemasaran yang mengalami tingkat keluar-masuk karyawan cukup tinggi. Penelitian ini bertujuan untuk menguji pengaruh kepuasan penilaian kinerja dan kepuasan gaji terhadap turnover intention dengan keterikatan kerja sebagai variabel mediasi yang berperan penting. Penelitian menggunakan pendekatan kuantitatif dengan desain eksplanatori yang menekankan hubungan antarvariabel. Sampel berjumlah 100 karyawan yang dipilih dengan teknik accidental sampling sehingga dapat merepresentasikan kondisi nyata di lapangan. Data dikumpulkan melalui kuesioner berskala Likert lima poin yang telah diuji validitas dan reliabilitasnya, kemudian dianalisis menggunakan Structural Equation Modeling–Partial Least Square (SEM-PLS) dengan bantuan aplikasi SmartPLS 3.0. Hasil penelitian menunjukkan bahwa kepuasan penilaian kinerja dan kepuasan gaji berpengaruh positif terhadap keterikatan kerja, sementara keterikatan kerja berpengaruh negatif signifikan terhadap turnover intention. Uji mediasi juga mengonfirmasi bahwa keterikatan kerja memperkuat pengaruh kepuasan penilaian kinerja dan kepuasan gaji dalam menurunkan turnover intention. Temuan ini menegaskan bahwa strategi retensi karyawan perlu menitikberatkan pada kompensasi yang adil, sistem penilaian kinerja yang transparan, serta program yang mampu meningkatkan keterikatan kerja secara konsisten

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