Komitmen organisasi dalam memediasi pengaruh kompensasi dan fleksibilitas kerja terhadap retensi karyawan Generasi Z Tangerang
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Abstract
This study aims to examine the influence of compensation and work flexibility on employee retention, with organizational commitment as a mediating variable among Generation Z employees in Tangerang. To obtain the data, we distributed questionnaires to 150 Generation Z employees working in the Tangerang area. Method used to analyze the data was by applying Structural Equation Modeling based on Partial Least Square (PLS) using SmartPLS 4.0 software. The findings indicate that compensation and work flexibility exert a positive but insignificant influence on organizational commitment and employee retention. Organizational commitment also does not have a significant indirect effect to mediate the relationship between compensation and work flexibility toward retention. These results suggest that retention strategies for Generation Z is directly affected by compensation and work flexibility. Non-organizational commitment, however, has no indirect effect to mediate the relationship between compensation and work flexibility toward retention of Gen Z employees. This study offers theoretical contributions to the development of human resource management literature and provides practical recommendations for organizations in designing retention policies for gen Z employees.
Penelitian ini bertujuan untuk menguji pengaruh kompensasi dan fleksibilitas kerja terhadap retensi karyawan, dengan komitmen organisasi sebagai variabel mediasi pada karyawan Generasi Z di Tangerang. Untuk memperoleh data, kuesioner didistribusikan kepada 150 karyawan Generasi Z yang bekerja di wilayah Tangerang. Metode analisis yang digunakan adalah Structural Equation Modeling berbasis Partial Least Square (PLS) dengan menggunakan perangkat lunak SmartPLS 4.0. Hasil penelitian menunjukkan bahwa kompensasi dan fleksibilitas kerja berpengaruh positif namun tidak signifikan terhadap komitmen organisasi dan retensi karyawan. Komitmen organisasi juga tidak memiliki pengaruh tidak langsung yang signifikan dalam memediasi hubungan antara kompensasi dan fleksibilitas kerja terhadap retensi. Temuan ini mengindikasikan bahwa strategi retensi bagi Generasi Z lebih dipengaruhi secara langsung oleh kompensasi dan fleksibilitas kerja. Sementara itu, komitmen organisasi tidak berperan sebagai mediator dalam hubungan antara kompensasi dan fleksibilitas kerja terhadap retensi karyawan Generasi Z. Penelitian ini memberikan kontribusi teoretis terhadap pengembangan literatur manajemen sumber daya manusia serta menawarkan rekomendasi praktis bagi organisasi dalam merancang kebijakan retensi yang efektif bagi karyawan Generasi Z.
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