Pengaruh Pengembangan Karir dan Kompensasi Terhadap Turnover Intention Pada Generasi Z di Indonesia
DOI:
https://doi.org/10.71282/jurmie.v2i2.134Keywords:
Career Development, Compensation, Turnover IntentionAbstract
This study aims to analyze the influence of career development and compensation on turnover intention among Generation Z in Indonesia. The high turnover intention phenomenon within Generation Z has impacted company sustainability. This study examines the relationship between career development, compensation, and the intention to leave a job among young workers. The research employed a quantitative descriptive approach, surveying 215 respondents. The variables studied included career development, compensation, and turnover intention. Data analysis was conducted using the SEM-PLS method to test the relationships between variables. The results revealed that career development and compensation, both partially and simultaneously, do not significantly influence turnover intention. Neither optimal nor inadequate career development and compensation affect employees' intentions to leave their jobs. In conclusion, companies should consider other factors, such as organizational culture or work-life balance, to better understand turnover intention among Generation Z. This study provides theoretical and practical contributions and recommends further exploration of other influencing factors.
Downloads
References
Pratiwi, Y., Farida, U., & Purwaningrum, T. (2022). Pengaruh Work Life Balance, Stres Kerja, dan Beban Kerja Terhadap Turnover Intention Pada Karyawan Supermarket Luwes Ponorogo. ASSET: Jurnal Manajemen dan Bisnis, 5(2). doi:https://doi.org/10.24269/asset.v5i2.6181.
Sianipar, A. R. B. , & Haryanti, K. (2019). Hubungan Komitmen Organisasi Dan Kepuasan Kerja Dengan Intensi Turnover Pada Karyawan Bidang Produksi Cv. X. Jurnal Psikologi, 13(1), 98-114. https://doi.org/10.24167/psiko.v13i1.281.
Ozkan, H. A. (2021). A meta-analysis of the variables related to turnover intention among IT personel. Kybernetes, 51, 1584-1600. DOI:10.1108/k-02-2021-0098.
Hasyim, W., & Jayantika, L. A. (2021). Pengaruh Pengembangan Karir , Kepuasan Kerja Dan Komitmen Organisasi Terhadap Intensi Turnover Karyawan Di Kawasan Industri MM2100. Jurnal IKRAITH-HUMANIORA, 5(3), 27–34.
Ramdani, Z. , Amri, A. , Warsihna, J. , Ratna,G.T., & Juarsa, E. (2021). Perilaku Manajemen Keuangan Karyawan Selama Pandemi COVID-19: Sebuah Studi Awal. Jurnal Ekonomi Dan Bisnis Islam, 8(1), 170-179. DOI: 10.34308/eqien.v8i1.179.
Ridlo. Ilham Akhsanu. 2012. Turnover Karyawan. Kajian Literatur (1st ed.). Surabaya: PH. Movement Publication.
Elbadiansyah. (2019). Manajemen Sumber Daya Manusia (1st ed.). Malang: CV IRDH.
Tarmidi, D., Putri, R. K., Santoso, A. B., & Anggapraja, I. T. (2021). Investment In Improving Human Resources In Improving Indonesia ’ s Development Economy. Review of International Geographical Education, January. https://doi.org/10.48047/rigeo.11.06.4
Busro, M. (2018). Teori-Teori Manajemen Sumber Daya Manusia (Riefmanto, Ed.). Jakarta: Prenadamedia Group.
Sinambela, L. P. (2019). Manajemen Sumber Daya Manusia : Membangun Tim Kerja Yang Solid (4th ed.). Jakarta : Bumi Aksara.
Hasibuan, H. M. (2019). Manajemen Sumberdaya Manusia (Edisi Revisi). Jakarta: Bumi Aksara.
Edison, Y. A. (2017). Manajemen Sumber Daya Manusia (1st ed.). Bandung: ALFABETA.
Dessler. (2020). Human Resource Management (16th ed.). New York : Pearson.
Kaswan. (2017). Psikologi Industri & Organisasi (1st ed.). Bandung: Alfabeta.
Downloads
Published
Issue
Section
License
Copyright (c) 2025 Muhammad Abi Ikhwanudin, Puspita Wulansari (Author)
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
