Job satisfaction sebagai mediasi terhadap pengaruh flexible work arrangements dan organizational justice dengan turnover intention karyawan
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Abstract
Human resources are one of the success indicators that drive the companies’ growth, and every company has different strategies to attract, motivate, and retain employees with the practice of many programs to increase the employees’ satisfaction in the company. High turnover can be a severe human resource management problem because employee turnover can affect the companies’ performance and productivity. This study analyzes the relationship between flexible work arrangements, organizational justice, and turnover intention through job satisfaction as a mediating effect. The subjects in this study are employees in multi-finance companies around Jabodetabek areas, with a sample of 150 responses. This study develops 7 hypotheses that will be analyzed using partial least squares-structural equation modeling (PLS-SEM). The results of this study indicate that flexible work arrangements do not have a significant effect on job satisfaction and turnover intention. Job satisfaction could not mediate the relationship between flexible work arrangements and turnover intention. Meanwhile, organizational justice has a positive effect on job satisfaction, a negative effect on turnover intention, and an indirect effect on turnover intention through job satisfaction. Job satisfaction also has a negative effect on turnover intention. That means organizational justice might contribute to increasing job satisfaction and decreasing turnover intention. Job satisfaction can decrease turnover intention and mediate the relationship between organizational justice and turnover intention of employees in multi-finance companies.
Sumber daya manusia merupakan salah satu faktor keberhasilan dalam perkembangan suatu perusahaan dan setiap perusahaan memiliki strategi yang berbeda untuk memberikan daya tarik, memotivasi, dan mempertahankan karyawan dengan cara menerapkan berbagai program yang berdampak pada kepuasan karyawan terhadap perusahaan. Tingkat turnover yang tinggi dapat menjadi permasalahan yang dapat berdampak pada kinerja dan produktivitas perusahaan. Penelitian ini bertujuan untuk menganalisis pengaruh antara pengaturan kerja fleksibel, keadilan organisasi, dan turnover intention melalui kepuasan kerja sebagai variabel mediasi. Subjek pada penelitian merupakan karyawan yang bekerja pada perusahaan pembiayaan di Jabodetabek sebanyak 150 responden. Penelitian terdiri dari 7 hipotesis yang dianalisis menggunakan Partial Least Square-Structural Equation Modelling (PLS-SEM). Hasil pengujian menunjukkan bahwa pengaturan kerja fleksibel tidak berpengaruh terhadap kepuasan kerja dan turnover intention, baik secara langsung maupun tidak langsung melalui kepuasan kerja. Sementara itu, keadilan organisasi berpengaruh positif terhadap kepuasan kerja dan berpengaruh negatif terhadap turnover intention secara langsung serta tidak langsung melalui kepuasan kerja. Kepuasan kerja juga memiliki hubungan negatif dengan turnover intention. Hal ini berarti keadilan organisasi dapat meningkatkan kepuasan kerja dan menurunkan turnover intention. Kepuasan kerja juga dapat menurunkan turnover intention secara langsung dan memediasi hubungan antara keadilan organisasi dan turnover intention karyawan pada perusahaan pembiayaan.
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