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Pengaruh work-life balance terhadap turnover intention dengan kompensasi sebagai variabel intervening pada pekerja generasi z di Kota Malang
Get PDFABSTRAK
Sumber daya manusia (SDM) termasuk di antara elemen paling penting dalam bisnis. Oleh karena itu, SDM harus ditangani secara efektif untuk meningkatkan efektivitas dan efisiensi organisasi sebagai salah satu fungsi perusahaan yang dikenal dengan manajemen sumber daya manusia (MSDM). Generasi Z, yang merupakan kelompok terbaru yang memasuki dunia professional kerja saat ini, dikenal memiliki tingkat keinginan untuk pindah pekerjaan yang tinggi, yang dapat menimbulkan dampak negatif yang beragam. Salah satu masalah yang dihadapi bisnis ini adalah tingginya pergantian karyawan pada departemen sumber daya manusia (turnover intention). Banyaknya karyawan yang keluar dari perusahaan dalam jangka waktu tertentu merupakan realitas akhir organisasi sebagai akibat dari turnover.
Dalam penelitian ini menggunakan penelitian kuantitatif. Penelitian ini menggunakan sowftware SmartPLS 4, instrumen pengumpulan data adalah kuesioner yang diukur dengan skala likert. Penelitian ini memiliki sampel sebanyak 100 responden, yaitu pekerja generasi Z di Kota Malang
Hasil penelitian ini menunjukan bahwa work-life balance berpengaruh positif dan signifikan terhadap kompensasi, work-life balance tidak berpengaruh terhadap turnover intention, kompensasi berpengaruh positif signifikan terhadap turnover intention, kompensasi tidak dapat memediasi work-life balance terhadap turnover intention.
ABSTRACT
Human resources (HR) are among the most important elements in business. Therefore, HR must be handled effectively to improve organizational effectiveness and efficiency as one of the corporate functions known as human resource management (HRM). Generation Z, which is the latest group to enter the professional workforce today, is known to have a high rate of job hopping, which can have various negative impacts. One of the problems facing these businesses is the high turnover of employees in the human resources department (turnover intention). The number of employees who leave the company within a certain period of time is the ultimate reality of the organization as a result of turnover.
In this study using quantitative research. This research uses SmartPLS 4 software, the data collection instrument is a questionnaire measured on a Likert scale. This study has a sample of 100 respondents, namely generation Z workers in Malang City.
The results of this study indicate that work-life balance has a positive and significant effect on compensation, work-life balance has no effect on turnover intention, compensation has a significant positive effect on turnover intention, compensation cannot mediate work-life balance on turnover intention.
مستخلص البحث
دالبشر (SDM) تعتبر من بين أهم العناصر في عالم الأعمال. لذا يجب التعامل مع موارد البشر بشكل فعّال لتعزيز فعالية وكفاءة المؤسسة كوظيفة لا غنى عنها تعرف بإدارة الموارد البشرية (MSDM). الجيل Z، الذي يشكل أحدث مجموعات العمل المدخلة في عالم العمل الاحترافي حاليًا، يُعرف بارتفاع معدل رغبته في تغيير الوظيفة، وهو ما يمكن أن يؤدي إلى تأثيرات سلبية متنوعة. إحدى المشكلات التي تواجه الأعمال هي ارتفاع معدل تغيير الموظفين في قسم الموارد البشرية (نية التحول). كمية الموظفين الذين يتركون الشركة في فترة زمنية معينة هي واقع نهائي للمؤسسة نتيجة للتحول.
تستخدم هذه الدراسة البحث الكمي. تعتمد هذه الدراسة على برنامج SmartPLS 4، وأداة جمع البيانات هي استبيان يتم قياسه بواسطة مقياس ليكرت. تتضمن هذه الدراسة عينة من 100 مستجيب، وهم عمال جيل Z في مدينة مالانغ.
تظهر نتائج هذه الدراسة أن تحقيق التوازن بين العمل والحياة يؤثر إيجاباً وبشكل كبير على التعويض، وأن تحقيق التوازن بين العمل والحياة لا يؤثر على نية التحول، وأن التعويض يؤثر إيجاباً وبشكل كبير على نية التحول، وأن التعويض لا يمكن أن يكون وسيطًا في تأثير تحقيق التوازن بين العمل والحياة على نية التحول
Work-life Balance terhadap Turnover Intention melalui Kompensasi sebagai Variabel Intervening
No full textThis study aims to realize the effect of work-life balance on turnover intention and compensation as a mediating variable in Generation Z workers in Malang City. The method used in this research is a quantitative approach with descriptive analysis. The sample uses non probability sampling, namely saturated samples or census. The number of samples in this research are generation Z workers in Malang City as many as 100 workers. In the data collection process, the method used is a questionnaire. The data was tested using SmartPLS. The results of this research found that work-life balance has no effect on turnover intention, compensation has a positive effect on turnover intention, work-life balance has a positive effect on compensation, and compensation has no effect in mediating work-life balance turnover intention in Generation Z workers in Malang City.
Keywords: Work-life Balance, Turnover Intention, Compensation, Z GenerationPenelitian ini bertujuan untuk menyadari pengaruh pada work-life balance terhadap turnover intention dan kompensasi sebagai varibel yang memediasi pada Pekerja generasi Z Kota Malang. Metode yang digunakan pada penelitian ini adalah pendekatan kuantitatif dengan analisis deskriptif. Sampel menggunakan non probability sampling, yaitu sampel jenuh atau sensus. Jumlah sampel pada riset ini merupakan para pekerja generasi Z di Kota Malang sebanyak 100 pekerja. Dalam proses pengumpulandata metode yang digunakan adalah kuisioner. Data diuji menggunakan SmartPLS. Hasil dari riset ini ditemukan bahwa work-life belance tidak berpengaruh terhadap turnover intention, kompensasi berpengaruh positif terhadap turnover intention, work-life balance berpengaruh positif terhadap kompensasi, dan kompensasi tidak berpengaruh dalam memediasi work-life balance turnover intention pada Pekerja generasi Z Kota Malang.
Kata Kunci: Work-life Balance, Turnover Intention, Kompensasi, Generasi
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