Manajemen Retensi dalam Upaya Mempertahankan Karyawan melalui Dorongan Kepuasan dan Komitmen
DOI:
https://doi.org/10.30741/wiga.v9i2.464Keywords:
Retention management, Satisfaction, Commmitment, Intention to leaveAbstract
Special attention needs to be paid by the company regarding the employee's intention to leave the organization. The purpose of this study is to develop a conceptual model to prove empirically how retention management can encourage job satisfaction and commitment so that employees do not intend to leave the organization. As many as 36 account officers in Lumajang Regency are willing to become respondents. The approach used is PLS. The results showed that retention management and employee satisfaction were directly able to reduce employee intentions to leave the organization. Employee commitment has not been able to reduce the intention of employees to leave the organization. It is more important to improve the management of employee retention and job satisfaction than their commitment as an effort to minimize the intention of employees leaving the organization.
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References
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Richard, O. C., Boncoeur, O. D., Chen, H., & Jr., D. L. F. (2018). Supervisor Abuse Effects on Subordinate Turnover Intentions and Subsequent Interpersonal Aggression: The Role of Power-Distance Orientation and Perceived Human Resource Support Climate. Journal of Business Ethics. doi: 10.1007/s10551-018-4019-7
Shaw, J. D. (2011). Turnover rates and organizational performance: Review, critique, and research agenda. Organizational Psychology Review, 1(3), 187-213. doi: 10.1177/2041386610382152
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Sutrisno. (2011). Manajemen Sumber Daya Manusia (1 ed.). Jakarta: Kencana Prenada Media Group.
Taylor, S. A., & Baker, T. L. (1994). An Assessment of the Relationship Between Service Quality and Customer Satisfaction in the Formation of Consumers’ Purchase Intentions. Journal of Retailing,, 70(2), 163-178.
Waldkirch, M., Nordqvist, M., & Melin, L. (2018). CEO turnover in family firms: How social exchange relationships influence whether a non-family CEO stays or leaves. Human Resource Management Review, 28(1), 56-67. doi: 10.1016/j.hrmr.2017.05.006
Widarjono, A. (2015). Analisis Multivariat Terapan dengan Program SPSS, Amos dan SmartPLS. Yogyakarta: UPP STIM YKPN.
Wirawan. (2015). Manajemen Sumber Daya Manusia Indonesia: Teori, Psikologi, Hukum Ketenagakerjaan, Aplikasi dan Penelitian: Aplikasi dalam Organisasi Bisnis, Pemerintahan dan Pendidikan. Jakarta: PT RajaGrafindo Persada.
Wong, Y.-W., & Wong, Y.-t. (2017). The effects of perceived organisational support and affective commitment on turnover intention. Journal of Chinese Human Resources Management, 8(1), 2-21. doi: 10.1108/jchrm-01-2017-0001
Yamao, S., & Sekiguchi, T. (2015). Employee commitment to corporate globalization: The role of English language proficiency and human resource practices. Journal of World Business, 50(1), 168-179. doi: 10.1016/j.jwb.2014.03.001
Zhou, H., Long, L. R., & Wang, Y. Q. (2009). What is the most important predictor of employees’ turnover intention in Chinese call centre: job satisfaction, organisational commitment or career commitment? International Journal Services Technology and Management, 12(2), 129-145.
Zito, M., Emanuel, F., Molino, M., Cortese, C. G., Ghislieri, C., & Colombo, L. (2018). Turnover intentions in a call center: The role of emotional dissonance, job resources, and job satisfaction. PLoS One, 13(2), 1-16. doi: 10.1371/journal.pone.0192126
Buttner, E. H., & Lowe, K. B. (2017). Addressing Internal Stakeholders’ Concerns: The Interactive Effect of Perceived Pay Equity and Diversity Climate on Turnover Intentions. Springer, 621–633. doi: 10.1007/s10551-015-2795-x
Chau, S. L., Dahling, J. J., Levy, P. E., & Diefendorff, J. M. (2009). A predictive study of emotional labor and turnover. Journal of Organizational Behavior, 30(8), 1151-1163. doi: 10.1002/job.617
Chew, J., & Chan, C. C. A. (2008). Human resource practices, organizational commitment and intention to stay. International Journal of Manpower, 9(6), 503-522. doi: 10.1108/01437720810904194
Chiang, C.-F., Back, K.-J., & Canter, D. D. (2005). The Impact of Employee Training on Job Satisfaction and Intention to Stay in the Hotel Industry. Journal of Human Resources in Hospitality & Tourism, 4(2), 99-118. doi: 10.1300/J171v04n02_06
Choi, Y., & Dickson, D. R. (2010). A Case Study into the Benefits of Management Training Programs: Impacts on Hotel Employee Turnover and Satisfaction Level. Journal of Human Resources in Hospitality & Tourism,, 9, 103–116. doi: 10.1080/15332840903336499
Chow, C. W., Haddad, K., & Singh, G. (2007). Human Resource Management, Job Satisfaction, Morale, Optimism, and Turnover. International Journal of Hospitality & Tourism Administration, 8(2), 73-88. doi: 10.1300/J149v08n02_04
Cropanzano, R., & Mitchell, M. S. (2005). Social Exchange Theory: An Interdisciplinary Review. Journal of Management, 31(6), 874-900. doi: 10.1177/0149206305279602
Doğan, H. (2008). A Research Study For Procedural Justice As A Factor in Employee Retention. Yönetİm Ve Ekonomi, 15(2), 61-71.
Ghozali, I. (2014). Strustural Equation Modeling Metode Alternatif Dengan PARTIAL LEAST SQUARE (PLS) Dilengkapi Software SmartPLS 3.0. XLstat 2014 dan WarPLS 4.0. Semarang: Badan Penerbit Universitas Diponegoro.
Gouldner, A. W. (1960). The norm of reciprocity: A preliminary statement. American Sociological Review, 25, 161-178.
Gyensare, M. A., Kumedzro, L. E., Sanda, A., & Boso, N. (2017). Linking transformational leadership to turnover intention in the public sector. African Journal of Economic and Management Studies, 8(3), 314-337. doi: 10.1108/ajems-07-2016-0099
Holtom, B. C., Mitchell, T. R., Lee, T. W., & Eberly, M. B. (2008). 5 Turnover and Retention Research: A Glance at the Past, a Closer Review of the Present, and a Venture into the Future. The Academy of Management Annals, 2(1), 231-274. doi: 10.1080/19416520802211552
Homans, G. C. (1961). Social Behavior: Its Elementary Forms. New York: Harcourt Brace.
Huhtala, M., & Feldt, T. (2016). The Path from Ethical Organisational Culture to Employee Commitment: Mediating Roles of Value Congruence and Work Engagement. Scandinavian Journal of Work and Organizational Psychology, 1(1). doi: 10.16993/sjwop.6
Jaros, S. (2007). Meyer and Allen Model of Organizational Commitment: Measurement Issues. The Icfai Journal of Organizational Behavior, 6(4), 7-25.
Kim, W. G., Leong, J. K., & Lee, Y.-K. (2005). Effect of service orientation on job satisfaction, organizational commitment, and intention of leaving in a casual dining chain restaurant. Hospitality Management, 24, 171–193. doi: 10.1016/j.ijhm.2004.05.004
Kozák, A., & Krajcsák, Z. (2018). The effect of wages and work experiences on the commitment of Hungarian employees. BUSINESS: THEORY AND PRACTICE, 19, 123-134. doi: 10.3846/btp.2018.13
Lopa, J. L., Kavanaugh, R., & Giselli, R. (2000). The Impact of Offering Benefits to Part-Time Employees on Turnover Rates Indiana's Quick Services Hamburger Restaurant Chains. Foodservice Research International, 12, 263-276.
Martin, B. O., Kolomitro, K., & Lam, T. C. M. (2013). Training Methods: A Review and Analysis. Human Resource Development Review, 13(1), 11-35. doi: 10.1177/1534484313497947
Memon, M. A., Sallaeh, R., Baharom, M. N. R., Nordin, S. M., & Ting, H. (2017). The relationship between training satisfaction, organisational citizenship behaviour, and turnover intention : A PLS-SEM approach. Journal of Organizational Effectiveness: People and Performance, 4(3), 267-290. doi: 10.1108/JOEPP-03-2017-0025
Miles, J. A. (2012). Management and Organization Theory (1 ed.). San Francisco: Jossey-Bass.
Millán, J. M., Hessels, J., Thurik, R., & Aguado, R. (2013). Determinants of job satisfaction: a European comparison of self-employed and paid employees. Small Business Economics, 40(3), 651-670. doi: 10.1007/s11187-011-9380-1
Richard, O. C., Boncoeur, O. D., Chen, H., & Jr., D. L. F. (2018). Supervisor Abuse Effects on Subordinate Turnover Intentions and Subsequent Interpersonal Aggression: The Role of Power-Distance Orientation and Perceived Human Resource Support Climate. Journal of Business Ethics. doi: 10.1007/s10551-018-4019-7
Shaw, J. D. (2011). Turnover rates and organizational performance: Review, critique, and research agenda. Organizational Psychology Review, 1(3), 187-213. doi: 10.1177/2041386610382152
Singh, A. K., Singh, S., & Singh, A. P. (2014). Personality Traits and Turnover Intention among Front Level Managerial Personnel. Journal of the Indian Academy of Applied Psychology, 40(2), 228-236.
Sok, J., Blomme, R. J., Ruiter, M. D., Tromp, D., & Lub, X. D. (2018). Home to work spillover and turnover intentions The mediating role of training and development practices. European Journal of Training and Development, 42(3/4), 246-265. doi: 10.1108/EJTD-07-2017-0060
Sopiah. (2008). Perilaku Organisasi (1 ed.). Yogyakarta: Penerbit Andi.
Sulistyan, R. B., Pradesa, H. A., & Kasim, K. T. (2017). Peran Mediasi Kepuasan dalam Pengaruh Kualitas Pelayanan dan Citra Institusi terhadap Retensi Mahasiswa (Studi Pada Mahasiswa Perguruan Tinggi di Lumajang). Jurnal Penelitian Ilmu Ekonomi WIGA, 7, 77-87.
Sutrisno. (2011). Manajemen Sumber Daya Manusia (1 ed.). Jakarta: Kencana Prenada Media Group.
Taylor, S. A., & Baker, T. L. (1994). An Assessment of the Relationship Between Service Quality and Customer Satisfaction in the Formation of Consumers’ Purchase Intentions. Journal of Retailing,, 70(2), 163-178.
Waldkirch, M., Nordqvist, M., & Melin, L. (2018). CEO turnover in family firms: How social exchange relationships influence whether a non-family CEO stays or leaves. Human Resource Management Review, 28(1), 56-67. doi: 10.1016/j.hrmr.2017.05.006
Widarjono, A. (2015). Analisis Multivariat Terapan dengan Program SPSS, Amos dan SmartPLS. Yogyakarta: UPP STIM YKPN.
Wirawan. (2015). Manajemen Sumber Daya Manusia Indonesia: Teori, Psikologi, Hukum Ketenagakerjaan, Aplikasi dan Penelitian: Aplikasi dalam Organisasi Bisnis, Pemerintahan dan Pendidikan. Jakarta: PT RajaGrafindo Persada.
Wong, Y.-W., & Wong, Y.-t. (2017). The effects of perceived organisational support and affective commitment on turnover intention. Journal of Chinese Human Resources Management, 8(1), 2-21. doi: 10.1108/jchrm-01-2017-0001
Yamao, S., & Sekiguchi, T. (2015). Employee commitment to corporate globalization: The role of English language proficiency and human resource practices. Journal of World Business, 50(1), 168-179. doi: 10.1016/j.jwb.2014.03.001
Zhou, H., Long, L. R., & Wang, Y. Q. (2009). What is the most important predictor of employees’ turnover intention in Chinese call centre: job satisfaction, organisational commitment or career commitment? International Journal Services Technology and Management, 12(2), 129-145.
Zito, M., Emanuel, F., Molino, M., Cortese, C. G., Ghislieri, C., & Colombo, L. (2018). Turnover intentions in a call center: The role of emotional dissonance, job resources, and job satisfaction. PLoS One, 13(2), 1-16. doi: 10.1371/journal.pone.0192126
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Published
2019-09-03
How to Cite
SULISTYAN, R. B., Ermawati, E. ., & Yunus Ariyono, K. . (2019). Manajemen Retensi dalam Upaya Mempertahankan Karyawan melalui Dorongan Kepuasan dan Komitmen. Wiga : Jurnal Penelitian Ilmu Ekonomi, 9(2), 87–98. https://doi.org/10.30741/wiga.v9i2.464
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