Hubungan Antara Keterikatan Kerja dengan Intensi Keluar Kerja pada Karyawan Swalayan di Banda Aceh

Authors

  • Risana Rachmatan Program Studi Psikologi Fakultas Kedokteran, Universitas Syiah Kuala, Banda Aceh, Indonesia
  • Sella Kubatini Program Studi Psikologi Fakultas Kedokteran, Universitas Syiah Kuala, Banda Aceh, Indonesia

https://doi.org/10.24854/jps.v6i1.628

Keywords:

Work engagement, turnover intention, supermarket employee

Abstract

The existence of employees have an important role in determining the company’s effectiveness and efficiency level, therefore, the company must realize the importance of human resources, in order to a few employees who want to resign (turnover). Before resign, the employees will wolk on some cognitive process that called intention. One of the factors that can be decrease turnover intention is work engagement. This study aimed to determine the relationship between work engagement with employee’s turnover intention at Department Store X in Banda Aceh. This study was conducted of 54 contract employees at Department Store X in Banda.. Data were collected by using a scale adaptation of Utrecht Work Engagement Scale (UWES) and Turnover Intention Scale (TIS). Collected data were analyzed using Pearson Product-Moment Correlation which showing correlation coefficient (r) of -0.695 with p = 0.000 (p <0.05). The result showed that there is a negative relationship between work engagement with turnover intention. It means, if the work engagement of employees is high, turnover intention or otherwise will be lower. The results also showed that the majority of the level of work engagement on contract employees at Department store X Banda Aceh include into the average category (61.11%) and turnover intention are in the low category (31.48%).

References

Azwar, S. (2012). Penyusunan skala psikologi. Yogyakarta: Pustaka Pelajar.

Bakker, A. B. (2011). An evidence-based model of work engagement. Current Directions in Psychological Science, 20 (4), 265-269.

Bakker, A. B., & Demerouti, E. (2007). The job demands-resources model: State of the art. Journal of Managerial Psychology, 22 (3), 309-328.

Bothma, F. C., & Roodt, G. (2012). Work-based identity and work engagement as potential antecedents of task performance and turnover intention: Unravelling a complex relationship. Journal of Industrial Psychology, 38 (1), 1-17.

Bothma, F. C., & Roodt, G. (2013). The validation of the Turnover Intention Scale. Journal of Human Resource Management,11 (1), 1-12.

Caldwell, D., Chatman, J., & O’Reilly, C. (1990). Building organizational commitment: A multiform study. Journal Occupational Psychology, 63, 245-261.

Fajar, B. (2013). Gaya kepemimpinan dan kinerja karyawan Matahari Departmen Store di Hermes Palace Mall kota Banda Aceh. Skripsi. Universitas Muhammadiyah.

Faslah, R. (2010). Hubungan antara keterlibatan kerja dengan turnover intention pada karyawan PT. Garda Trimitra Utama, Jakarta. EconoSains, 8 (2), 146-151.

Fishbein, M., & Ajzen, I. (1975). Belief, attitudes, intention and behavior: An introduction to theory and research. Reading, MA: Addison-Wesley. Diakses pada 13 februari 2016, melalui http://people.umass.edu/aizen/pubs/book/ch7. pdf

Halbesleben, J. R. B., & Wheeler, A. R. (2008). The relative roles of engagement and embeddedness in predicting job performance and intention to leave. Work & Stress, 22 (3), 242-256.

Idrus, M. (2009). Metode penelitian ilmu sosial. Jakarta: Erlangga

Ilona, E. A., & Prabowo, S. (2013). Hubungan kepuasan terhadap gaji dengan intensi turnover pada karyawan marketing PT. F. Psikodimensia, 12 (1), 80-94.

Indrianti, R., & Hadi, C. (2012). Hubungan antara modal psikologis dengan keterikatan kerja pada perawat di instalasi rawat inap Rumah Sakit Jiwa Menur Surabaya. Jurnal Psikologi Industri dan Organisasi, 1 (2), 110-115.

Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33 (4), 692-724.

Melky, Y. (2015). Hubungan kepuasan kerja dan komitmen organisasi terhadap intensi pindah kerja (Turnover Intention) karyawan PT. Rejeki Abadi Sakti Samarinda. EJournal Psikologi, 3 (3), 694-707.

Mobley, W. H. (1982). Employee turnover: Causes, consequences and control. (Terjemahan: Iman, N). Addison-Wesley.

Mobley, W. H., Griffeth, R. W., Hand, H. H., & Meglino, B. M. (1979). Review and conceptual analysis of the employee turnover process. Psychological Bulletin, 86 (3), 493-522.

Novi. (2015). Pengaruh job stress dan job satisfaction terhadap turnover intention pada pramuniaga Matahari Department Store Supermal Karawaci. Skripsi. Universitas Multimedia Nusantara.

Putri, M. S., Baga, L. M., & Sunarti, E. (2015). Employee engagement, lingkungan sosial dan kinerja karyawan di PT Bank Rakyat Indonesia Tbk, Kantor Cabang Bogor Dewi Sartika. Manajemen IKM, 10 (2), 123-130.

Rahmad, H. (2015). Hubungan antara tingkat kepuasan kerja dengan intensi turnover pada karyawan tetap pabrik Department Operasi IV PT Pusri Palembang. Jurnal Fakultas Psikologi Universitas Bina Darma Palembang, 1-12.

Ramadhany, N. P. A., & Simarmata, N. (2014). Hubungan pelanggaran kontrak psikologis dan kepribadian tipe A dengan intensi turnover karyawan bank. Jurnal Psikologi Udayana, 1 (2), 311-321.

Robbins, S. P., & Judge, T. A. (2012). Organizational behavior. (12th ed. Terjemahan: Angelica, D., Cahyani, R., & Rosyid, A). New Jersey: Pearson Prentice Hall

Schaufeli, W. B., & Bakker, A. B. (2003). UWES: Utrecht Work Engagement Scale. Ultrecht University: occupational Health Psychology Unit.

Schaufeli, W. B., & Bakker, A. B. (2004). Job demands, job resources, and their relationship with burnout and engagement: A multi-sample study. Journal of Organizational Behavior, 25 (3), 293-315.

Schaufeli, W. B., Salanova, M., Gonzalez-Roma, V., & Bakker, A. B. (2002). The measurement of engagement and burnout: A two sample confirmatory factor analytic approach. Journal of Happiness Studies 3, 71-92.

Schaufeli, W.B. & Bakker, A.B. (2010), “Defining and measuring work engagement: bringing clarity to the conceptâ€, in Bakker, A.B. and Leiter, M.P. (Eds), Work Engagement: A Handbook of Essential Theory and Research, Psychology Press, New York, NY, pp. 10-24.

Simbolon, H. (2016). Pengaruh employee engagement terhadap turnover intention. Jurnal Psikologi Universitas HKBP Nommensen, 2 (1), 105-116.

Sugiyono. (2010). Metode penelitian pendidikan: Pendekatan kuantitatif. kualitatif, dan R&D. Bandung: Alfabeta.

Stake, R. E. (1995). The art of case study research. Sage.

Takawira, N., Coetzee, M., & Schreuder, D. (2014). Job embeddedness, work engagement and turnover intention of Staff in a Higher Education Institution: An exploratory studi. SA Journal of Human Resources Management, 12 (1), 1-10.

Wellins, R. S., Bernthal, P., & Phelps, M. (2011). Employee engagement: The key to realizing competitive advantage (Development Dimensions International monograph). Melalui http://www.ddiworld.com/DDI/media/monographs/employeeengagement_mg_ddi.pdf

Widjaja, D. C., Fulbertus, M., & Kusuma, F. (2008). Analisis persepsi employee empowerment terhadap employee turnover intention di Hotel X, Kupang, Nusa Tenggara. Jurnal Manajemen Perhotelan, 4 (2), 72-84.

Yamazakia, Y., Petchdee, S. (2015). Turnover Intention, Organizational Commitment, and Specific Job Satisfaction among Production Employees in Thailand. Journal of Business and Management, 4(4), 22-38.

Downloads

Published

27-09-2018

How to Cite

Rachmatan, R., & Kubatini, S. (2018). Hubungan Antara Keterikatan Kerja dengan Intensi Keluar Kerja pada Karyawan Swalayan di Banda Aceh. Jurnal Psikogenesis, 6(1), 1–10. https://doi.org/10.24854/jps.v6i1.628

Issue

Section

Articles