Pemberdayaan Psikologis dan Intensi Turnover Karyawan Milenial di Indonesia: Peran Keterikatan Kerja sebagai Mediator
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Nov 6, 2023
Kata Kunci:
psychological empowerment; work engagement; intention turnover; millenial
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Studi ini bertujuan untuk menguji pengaruh pemberdayaan psikologis terhadap intensi turnover yang dimediasi oleh keterikatan kerja pada karyawan Milenial di Indonesia. Penelitian ini merupakan studi kuantitatif dengan desain cross-sectional study yang melibatkan 99 karyawan Milenial di Indonesia. Teknik pengambilan sampel dalam penelitian ini adalah accidental sampling dengan membagikan kueisoner secara online. Analisis mediasi Hayes digunakan untuk mengumpulkan data. Hasil penelitian ini menunjukkan bahwa pemberdayaan psikologis berpengaruh terhadap intensi turnover dengan dimediasi oleh keterikatan kerja (F(2,96)= 10.5924, p=0.0001). Secara lebih lanjut diketahui bahwa regresi bernilai positif pada pengaruh pemberdayaan psikologis terhadap keterikatan kerja (β = 0.63, SE= 0.08, p = .001), dan bernilai negatif pada intensi turnover (β= -0.19, SE= 0.06, p= .0016). Artinya semakin tinggi pemberdayaan psikologis yang dirasakan karyawan maka akan meningkatkan keterikatan kerja karyawan, dan pada gilirinnya akan menurunkan intensi karyawan untuk keluar dari pekerjaannya. Impilkasi dari penelitian ini secara terperinci akan dibahas lebih lanjut.
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Qatrunnada, R. Z. (2023). Pemberdayaan Psikologis dan Intensi Turnover Karyawan Milenial di Indonesia: Peran Keterikatan Kerja sebagai Mediator. Psychopreneur Journal, 7(2), 79–88. https://doi.org/10.37715/psy.v7i2.3611
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This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
Referensi
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Charles‐Pauvers, B. (2020). Employee Turnover: HRM Challenges to Develop Commitment and Job Satisfaction. Shapes of Tourism Employment: HRM in the Worlds of Hotels and Air Transport, 4, 55-66.
Carmeli, A. & Weisberg, J. (2006). Exploring Turnover Intention among Three Professional Groups of Employees. Human Resource Development International, Vol.9, No.2, 191-206.
Conger, J.A., Kanungo, R.N. (1988). The empowerment process: Integrating theory and practice. Academy of Management Review, Vol. 13 No. 3, pp. 471–482. DOI:http://dx.doi.org/10.2307/258093
Conte, J & Land, F. (2019). Work in the 21st Century an Introduction to Industrial & Organizational Psychology 6th Ed. Wiley.
Dessler, G. (2013). Human resource management 13th Edition. Pearson Education Inc.
De Vos, A.S. (Ed.), Strydom, H., Fouché, C.B., Delport, C.S.L. (2011). Research at grass roots: For the social sciences and human service profession, Van Schaik Publishers, Pretoria, SA.
Du Plooy, J., Roodt, G. (2010). Work Engagement, Burnout and Related Constructs as Predictors of Turnover Intentions. South African Journal of Industrial Psychology, Vol. 36 No. 1, pp. 1–13. DOI:http://dx.doi.org/10.4102/sajip.v36i1.910.
Gaol, J. L. (2019). JakartaA to Z Human Capital Manajemen Sumber Daya Manusia: Grasindo
Gravetter F. J., & Forzano L. B. (2009). Research Methods for the Behavioral Sciences (4th Ed.). Belmont: Thomson Wadsworth.
Hayes, A.F. (2013). Introduction to Mediation, Moderation, and Conditional Process Analysis: A Regression-Based Approach. United States of America: The Guilgord Press.
Hancock, J. I., Allen, D. G., Bosco, F. A., McDaniel, K. R., & Pierce, C. A. (2013). Meta-analytic review of employee turnover as a predictor of firm performance. Journal of Management, 39(3), 573-603.
Kaplan, R. M., & Saccuzzo, D. P. (2005). Psychological testing: Principles, Applications, and Issues (6th Ed). Canada: Cengage Learning.
Klerk, S. & Stander, M. W. (2014). Leadership Empowerment Behaviour, Work Engagement And Turnover Intention: The Role Of Psychological Empowerment. Jpurnal of Positive Management Vol. 5, No. 3, pp 28-45.DOI: http://dx.doi.org/10.12775/JPM.2014.018
Krisetya, E. (2013). Rekrutmen, Seleksi dan Retensi Sumber Daya Manusia Pada Usaha Kecil Menengah: studi Kasus Pada Wafi Jati Jepara. Doctoral dissertation. Program Studi Manajemen FEB-UKSW. Dipetik Mei 24, 2018, dari Institutional Repository Satya Wacana Christian University:http://repository.uksw.edu/handle/123456789/7043
Lubis, N. R. (2014). Peningkatan Person-Job Fit dan Job Satisfaction terhadap Turnover Intention melalui Intervensi Interpersonal Relationship ODP Generasi Bank ABC. Tesis. Fakultas Psikologi Program Studi Psikologi Profesi Peminatan Psikologi Industri dan Organisasi, Depok
Markovich, M. (2018). The Negative Impacts of a High Turnover Rate. Small Business. Diakses pada Mei 22, 2018 dari http://smallbusiness.chron.com/negative-impacts-high-turnover-rate.
Menon, S.T. (2001). Employee empowerment: an integrative psychological approach. Applied Psychology: An International Review Vol. 50 No. 1, pp. 153-180. DOI:http://dx.doi.org/10.1111/1464-0597.00052.
Nel, T., Stander, M.W., Latf, J. (2015). Investigating Positve Leadership, Psychological Empowerment, Work Engagement And Satsfacton With Life In A Chemical Industry. SA Journal of IndustrialPsychology/SATydskrifirBedryfsielkunde, 41(1), Art. #1243, 13 pages. http://dx.doi.org/10.4102/sajip.v41i1.1243.
Novena, M. M. N. (2013). Program Intervensi untuk Meningkatkan Work Engagement pada PT. XYZ berdasarkan Variabel Procedural Justice, Psychological Hardiness dan Commitment to Change. Tesis. Fakultas Psikologi Program Studi Psikologi Profesi Peminatan Psikologi Industri dan Organisasi, Depok
Pyöriä, P., Ojala, S., Saari, T., & Järvinen, K. M. (2017). The Millennial Generation: A New Breed of Labour?. SAGE Open, 7(1), 2158244017697158.
Raub, S., Robert, C. (2010). Differential effects of empowering leadership on in-role and extra-role employee behaviors: Exploring the role of psychological empowerment and power values. Human Relations, Vol. 63 No. 11, pp. 1743–1770. DOI:http://dx.doi.org/10.1177/0018726710365092
Riggio, R. (2022). Introduction to Industrial/ Organizational Psychology 8th Ed. Routledge
Qatrunnada, R. Z., & Parahyanti, E. (2019). Empowering Leadership and Work Engagement: The Role of Psychological Empowerment as a Mediator. In 2nd International Conference on Intervention and Applied Psychology (ICIAP 2018) (pp. 954-964). Atlantis Press.
Saragih, E. H., Widodo, A. and Prasetyo, B. (2016). Big City Milenial Workers in Indonesia and Factors Affecting Their Commitment to the Organisation. Pertanika J. Soc. Sci. & Hum. 24 (S): 47 - 58. http://www.pertanika.upm.edu.my/.
Sari, N. R. (2014). Pengaruh Pemberdayaan Struktural dan Pemberdayaan Psikologikal terhadap Keinginan Berpindah Kerja dengan Kepuasan Kerja sebagai Variabel Mediasi Pada Mahasiswa MM UNJ yang Sudah Bekerja. Tesis. Fakultas Ekonomi Magister Manajemen, Jakarta.
Schawbel, D. (2012). Avoiding the 2-Year Turnaround. Diakses 24 Mei, 2018, dari http://millennialbranding.com.
Schaufeli, W. B., Bakker, A. B., & Salanova, M. (2006). The measurement of work engagement with a short questionnaire: A cross-national study. Educational and psychological measurement, 66(4), 701-716.
Schaufeli and M. Salanova. (2007). Keterikatan kerja: An emerging psychological concept and its implications for organizations. Research in Social Issues in Management. CT: Information Age Publishers. pp. 135-177.
Seligman. (2003). Positive psychology: Fundamental assumptions. Psychologist, pp. 126-127.
Spreitzer, G.M. (1995). Psychological empowerment in the workplace: Dimensions, measurement, and validation. Academy of Management Journal, Vol. 38 No. 5, pp. 1442–1465. DOI: http://dx.doi.org/10.2307/2568665
Stander, M.W., Rothmann, S. (2010). Psychological Empowerment, Job Insecurity And Employee Engagement. South African Journal of Industrial Psychology, Vol. 36 No.1, pp. 1–8.
Sulaiman, W. S. W., & Zahoni, N. A. (2016). Validation of the Utrecht Work Engagement Scale (UWES) in the Malaysian Context. International Journal of Social Science and Humanity, 6(9).
Ursachi, D. (2013). Leadership Profile, Motivation and Workplace Attitude for the Millennial Generation. Artikel Ilmiah. Dipetik Mei 24, 2018, dari guideacademy: guidecademy.com.
Wiweko, W. A., & Kurniawan, J. E. (2020). Hubungan Person Job-Fit dengan Keterlibatan Kerja pada Karyawan Generasi Milenials di Perusahaan X. Psychopreneur Journal, Vol 4 No 2: 90-99. DOI: https://doi.org/10.37715/psy.v4i2.1762.
Bhatnagar, J. (2012). Management of innovation: Role of psychological empowerment, work engagement and turnover intention in the Indian context. Journal of Human Resource Management, Vol. 23 No. 5, pp. 928–951. DOI:http://dx.doi.org/10.1080/09585192.2012.651313
Charles‐Pauvers, B. (2020). Employee Turnover: HRM Challenges to Develop Commitment and Job Satisfaction. Shapes of Tourism Employment: HRM in the Worlds of Hotels and Air Transport, 4, 55-66.
Carmeli, A. & Weisberg, J. (2006). Exploring Turnover Intention among Three Professional Groups of Employees. Human Resource Development International, Vol.9, No.2, 191-206.
Conger, J.A., Kanungo, R.N. (1988). The empowerment process: Integrating theory and practice. Academy of Management Review, Vol. 13 No. 3, pp. 471–482. DOI:http://dx.doi.org/10.2307/258093
Conte, J & Land, F. (2019). Work in the 21st Century an Introduction to Industrial & Organizational Psychology 6th Ed. Wiley.
Dessler, G. (2013). Human resource management 13th Edition. Pearson Education Inc.
De Vos, A.S. (Ed.), Strydom, H., Fouché, C.B., Delport, C.S.L. (2011). Research at grass roots: For the social sciences and human service profession, Van Schaik Publishers, Pretoria, SA.
Du Plooy, J., Roodt, G. (2010). Work Engagement, Burnout and Related Constructs as Predictors of Turnover Intentions. South African Journal of Industrial Psychology, Vol. 36 No. 1, pp. 1–13. DOI:http://dx.doi.org/10.4102/sajip.v36i1.910.
Gaol, J. L. (2019). JakartaA to Z Human Capital Manajemen Sumber Daya Manusia: Grasindo
Gravetter F. J., & Forzano L. B. (2009). Research Methods for the Behavioral Sciences (4th Ed.). Belmont: Thomson Wadsworth.
Hayes, A.F. (2013). Introduction to Mediation, Moderation, and Conditional Process Analysis: A Regression-Based Approach. United States of America: The Guilgord Press.
Hancock, J. I., Allen, D. G., Bosco, F. A., McDaniel, K. R., & Pierce, C. A. (2013). Meta-analytic review of employee turnover as a predictor of firm performance. Journal of Management, 39(3), 573-603.
Kaplan, R. M., & Saccuzzo, D. P. (2005). Psychological testing: Principles, Applications, and Issues (6th Ed). Canada: Cengage Learning.
Klerk, S. & Stander, M. W. (2014). Leadership Empowerment Behaviour, Work Engagement And Turnover Intention: The Role Of Psychological Empowerment. Jpurnal of Positive Management Vol. 5, No. 3, pp 28-45.DOI: http://dx.doi.org/10.12775/JPM.2014.018
Krisetya, E. (2013). Rekrutmen, Seleksi dan Retensi Sumber Daya Manusia Pada Usaha Kecil Menengah: studi Kasus Pada Wafi Jati Jepara. Doctoral dissertation. Program Studi Manajemen FEB-UKSW. Dipetik Mei 24, 2018, dari Institutional Repository Satya Wacana Christian University:http://repository.uksw.edu/handle/123456789/7043
Lubis, N. R. (2014). Peningkatan Person-Job Fit dan Job Satisfaction terhadap Turnover Intention melalui Intervensi Interpersonal Relationship ODP Generasi Bank ABC. Tesis. Fakultas Psikologi Program Studi Psikologi Profesi Peminatan Psikologi Industri dan Organisasi, Depok
Markovich, M. (2018). The Negative Impacts of a High Turnover Rate. Small Business. Diakses pada Mei 22, 2018 dari http://smallbusiness.chron.com/negative-impacts-high-turnover-rate.
Menon, S.T. (2001). Employee empowerment: an integrative psychological approach. Applied Psychology: An International Review Vol. 50 No. 1, pp. 153-180. DOI:http://dx.doi.org/10.1111/1464-0597.00052.
Nel, T., Stander, M.W., Latf, J. (2015). Investigating Positve Leadership, Psychological Empowerment, Work Engagement And Satsfacton With Life In A Chemical Industry. SA Journal of IndustrialPsychology/SATydskrifirBedryfsielkunde, 41(1), Art. #1243, 13 pages. http://dx.doi.org/10.4102/sajip.v41i1.1243.
Novena, M. M. N. (2013). Program Intervensi untuk Meningkatkan Work Engagement pada PT. XYZ berdasarkan Variabel Procedural Justice, Psychological Hardiness dan Commitment to Change. Tesis. Fakultas Psikologi Program Studi Psikologi Profesi Peminatan Psikologi Industri dan Organisasi, Depok
Pyöriä, P., Ojala, S., Saari, T., & Järvinen, K. M. (2017). The Millennial Generation: A New Breed of Labour?. SAGE Open, 7(1), 2158244017697158.
Raub, S., Robert, C. (2010). Differential effects of empowering leadership on in-role and extra-role employee behaviors: Exploring the role of psychological empowerment and power values. Human Relations, Vol. 63 No. 11, pp. 1743–1770. DOI:http://dx.doi.org/10.1177/0018726710365092
Riggio, R. (2022). Introduction to Industrial/ Organizational Psychology 8th Ed. Routledge
Qatrunnada, R. Z., & Parahyanti, E. (2019). Empowering Leadership and Work Engagement: The Role of Psychological Empowerment as a Mediator. In 2nd International Conference on Intervention and Applied Psychology (ICIAP 2018) (pp. 954-964). Atlantis Press.
Saragih, E. H., Widodo, A. and Prasetyo, B. (2016). Big City Milenial Workers in Indonesia and Factors Affecting Their Commitment to the Organisation. Pertanika J. Soc. Sci. & Hum. 24 (S): 47 - 58. http://www.pertanika.upm.edu.my/.
Sari, N. R. (2014). Pengaruh Pemberdayaan Struktural dan Pemberdayaan Psikologikal terhadap Keinginan Berpindah Kerja dengan Kepuasan Kerja sebagai Variabel Mediasi Pada Mahasiswa MM UNJ yang Sudah Bekerja. Tesis. Fakultas Ekonomi Magister Manajemen, Jakarta.
Schawbel, D. (2012). Avoiding the 2-Year Turnaround. Diakses 24 Mei, 2018, dari http://millennialbranding.com.
Schaufeli, W. B., Bakker, A. B., & Salanova, M. (2006). The measurement of work engagement with a short questionnaire: A cross-national study. Educational and psychological measurement, 66(4), 701-716.
Schaufeli and M. Salanova. (2007). Keterikatan kerja: An emerging psychological concept and its implications for organizations. Research in Social Issues in Management. CT: Information Age Publishers. pp. 135-177.
Seligman. (2003). Positive psychology: Fundamental assumptions. Psychologist, pp. 126-127.
Spreitzer, G.M. (1995). Psychological empowerment in the workplace: Dimensions, measurement, and validation. Academy of Management Journal, Vol. 38 No. 5, pp. 1442–1465. DOI: http://dx.doi.org/10.2307/2568665
Stander, M.W., Rothmann, S. (2010). Psychological Empowerment, Job Insecurity And Employee Engagement. South African Journal of Industrial Psychology, Vol. 36 No.1, pp. 1–8.
Sulaiman, W. S. W., & Zahoni, N. A. (2016). Validation of the Utrecht Work Engagement Scale (UWES) in the Malaysian Context. International Journal of Social Science and Humanity, 6(9).
Ursachi, D. (2013). Leadership Profile, Motivation and Workplace Attitude for the Millennial Generation. Artikel Ilmiah. Dipetik Mei 24, 2018, dari guideacademy: guidecademy.com.
Wiweko, W. A., & Kurniawan, J. E. (2020). Hubungan Person Job-Fit dengan Keterlibatan Kerja pada Karyawan Generasi Milenials di Perusahaan X. Psychopreneur Journal, Vol 4 No 2: 90-99. DOI: https://doi.org/10.37715/psy.v4i2.1762.