ANTESENDEN TURNOVER INTENTION PADA KARYAWAN BANK SWASTA DI JAKARTA
Keywords:
Antesenden Turnover Intention, Karyawan Bank Umum Swasta, Jakarta
Abstract
Penelitian ini bertujuan untuk menganalisis pengaruh Career Variety dan Strength-Based Leadership terhadap Turnover Intention dengan mediasi Job Crafting. Penelitian dilakukan pada 165 karyawan bank swasta di Jakarta, mayoritas berjenis kelamin perempuan, berusia 24-34 tahun, berpendidikan terakhir S1, dan memiliki masa kerja 1-5 tahun. Terdapat tujuh hipotesis yang diuji, dengan hasil enam hipotesis didukung dan satu tidak didukung. Hasil penelitian menunjukkan bahwa Career Variety memiliki pengaruh positif dan signifikan terhadap Turnover Intention dan Job Crafting. Sementara itu, Strength-Based Leadership tidak berpengaruh signifikan terhadap Turnover Intention tetapi memiliki pengaruh positif dan signifikan terhadap Job Crafting. Selain itu, Job Crafting memiliki pengaruh positif dan signifikan terhadap Turnover Intention serta bertindak sebagai mediasi penuh dalam hubungan Career Variety dan Strength-Based Leadership terhadap Turnover Intention. Temuan ini menunjukkan bahwa Job Crafting berperan penting dalam mengurangi Turnover Intention melalui pengelolaan aspek karier dan kepemimpinan berbasis kekuatan.
References
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Ahmed, M., & Nawaz Nosheen. (2015). Impact of Organizational Commitment on Employee Turnover: A Case Study of Pakistan International Airlines (PIA). https://www.researchgate.net/publication/323780126
Akkermans, J., & Tims, M. (2017). Crafting your Career: How Career Competencies Relate to Career Success via Job Crafting. Applied Psychology, 66(1), 168–195. https://doi.org/10.1111/apps.12082
Bothma, C. F. C., & Roodt, G. (2013). The validation of the turnover intention scale. SA Journal of Human Resource Management, 11(1). https://doi.org/10.4102/sajhrm.v11i1.507
Cai, D., Li, Z., Xu, L., Fan, L., Wen, S., Li, F., Guan, Z., & Guan, Y. (2023). Sustaining newcomers’ career adaptability: The roles of socialization tactics, job embeddedness and career variety. Journal of Occupational and Organizational Psychology, 96(2), 264–286. https://doi.org/10.1111/joop.12423
Chu, X., Ding, H., Zhang, L., & Li, Z. A. (2022). Strengths-Based Leadership and Turnover Intention: The Roles of Felt Obligation for Constructive Change and Job Control. Frontiers in Psychology, 13. https://doi.org/10.3389/fpsyg.2022.786551
Crossland, C., Zyung, J., Hiller, N. J., & Hambrick, D. C. (2014). Ceo career variety: Effects on firm-level strategic and social novelty. Academy of Management Journal, 57(3), 652–674. https://doi.org/10.5465/amj.2012.0469
Ding, H., Liu, J., & Yu, E. (2024). How and when do strengths work? The effect of strengths-based leadership on follower career satisfaction. Personnel Review, 53(6), 1392–1407. https://doi.org/10.1108/PR-07-2022-0485
Ding, H., & Quan, G. (2021). How and When Does Follower’s Strengths-Based Leadership Relate to Follower Innovative Behavior: The Roles of Self-Efficacy and Emotional Exhaustion. Journal of Creative Behavior, 55(3), 591–603. https://doi.org/10.1002/jocb.473
Ding, H., & Yu, E. (2022). Strengths-Based Leadership and Employee Psychological Well-Being: A Moderated Mediation Model. Journal of Career Development, 49(5), 1108–1121. https://doi.org/10.1177/08948453211018807
Ding, H., Yu, E., & Li, Y. (2020). Strengths-based leadership and its impact on task performance: A preliminary study. South African Journal of Business Management, 51(1). https://doi.org/10.4102/sajbm.v51i1.1832
Dries, N., Vantilborgh, T., & Pepermans, R. (2012). The role of learning agility and career variety in the identification and development of high potential employees. Personnel Review, 41(3), 340–358. https://doi.org/10.1108/00483481211212977
Dysvik, A., & Kuvaas, B. (2010). Exploring the relative and combined influence of mastery-approach goals and work intrinsic motivation on employee turnover intention. Personnel Review, 39(5), 622–638. https://doi.org/10.1108/00483481011064172
Gottlieb, N. L., Gottlieb, B., & Shamian, J. (2012). Principles of Strengths-Based Nursing leadership for Strengths-Based Nursing Care: A New Paradigm for Nursing and Healthcare for the 21st Century SPECIAl FoCUS oN StrENGtHS-BASEd NUrSING.
Guan, Y., Yang, W., Zhou, X., Tian, Z., & Eves, A. (2016). Predicting Chinese human resource managers’ strategic competence: Roles of identity, career variety, organizational support and career adaptability. Journal of Vocational Behavior, 92, 116–124. https://doi.org/10.1016/j.jvb.2015.11.012
Hair, J. F., Tomas, G., Hult, M., Ringle, C. M., & Sarstedt, M. (2022). A Primer on Partial Least Squares Structural Equation Modeling (PLS-SEM). https://www.researchgate.net/publication/354331182
Harju, L. K., Kaltiainen, J., & Hakanen, J. J. (2021). The double-edged sword of job crafting: The effects of job crafting on changes in job demands and employee well-being. Human Resource Management, 60(6), 953–968. https://doi.org/10.1002/hrm.22054
Hom, P. W., Lee, T. W., Shaw, J. D., & Hausknecht, J. P. (2017). One hundred years of employee turnover theory and research. Journal of Applied Psychology, 102(3), 530–545. https://doi.org/10.1037/apl0000103
Jackofsky, E. F. (1984). Turnover and Job Performance: An Integrated Process Model. In Source: The Academy of Management Review (Vol. 9, Issue 1).
Karaevli, A., & Tim Hall, D. T. (2006a). How career variety promotes the adaptability of managers: A theoretical model. Journal of Vocational Behavior, 69(3), 359–373. https://doi.org/10.1016/j.jvb.2006.05.009
Karaevli, A., & Tim Hall, D. T. (2006b). How career variety promotes the adaptability of managers: A theoretical model. Journal of Vocational Behavior, 69(3), 359–373. https://doi.org/10.1016/j.jvb.2006.05.009
Khalifaturofi’ah, S. O. (2023). Cost efficiency, innovation and financial performance of banks in Indonesia. Journal of Economic and Administrative Sciences, 39(1), 100–116. https://doi.org/10.1108/jeas-07-2020-0124
Klotz, A. C., Swider, B. W., Shao, Y., & Prengler, M. K. (2021). The paths from insider to outsider: A review of employee exit transitions. Human Resource Management, 60(1), 119–144. https://doi.org/10.1002/hrm.22033
Li, J., Sekiguchi, T., & Qi, J. (2020). When and why skill variety influences employee job crafting: Regulatory focus and social exchange perspectives. Employee Relations, 42(3), 662–680. https://doi.org/10.1108/ER-06-2019-0240
Lichtenthaler, P. W., & Fischbach, A. (2018). Leadership, job crafting, and employee health and performance. Leadership and Organization Development Journal, 39(5), 620–632. https://doi.org/10.1108/LODJ-07-2017-0191
Matsuo, M. (2020). The role of work authenticity in linking strengths use to career satisfaction and proactive behavior: a two-wave study. Career Development International, 25(6), 617–630. https://doi.org/10.1108/CDI-01-2020-0015
Medina, E. (2012). Job Satisfaction and Employee Turnover Intention: What does Organizational Culture Have To Do With It?
Na-Nan, K., Kanthong, S. N., & Dhienhirun, A. (2020). Development and validation of an instrument to measure turnover intention of Generation Y in Thailand. International Journal of Organizational Analysis, 29(3), 682–698. https://doi.org/10.1108/IJOA-12-2019-1972
Niessen, C., Weseler, D., & Kostova, P. (2016). When and why do individuals craft their jobs? The role of individual motivation and work characteristics for job crafting. Human Relations, 69(6), 1287–1313. https://doi.org/10.1177/0018726715610642
Petrou, P., Demerouti, E., Peeters, M. C. W., Schaufeli, W. B., & Hetland, J. (2012). Crafting a job on a daily basis: Contextual correlates and the link to work engagement. Journal of Organizational Behavior, 33(8), 1120–1141. https://doi.org/10.1002/job.1783
Saleem, T., & Gul, S. (2013). Drivers of turnover intention in public sector organizations: Pay satisfaction, organizational commitment and employment opportunities. Middle East Journal of Scientific Research, 17(6), 697–704. https://doi.org/10.5829/idosi.mejsr.2013.17.06.11939
Schmid, S., & Mitterreiter, S. (2021). Understanding top managers’ careers: How does career variety impact tenure on the board? European Management Journal, 39(5), 617–632. https://doi.org/10.1016/j.emj.2020.12.002
Sekaran Uma, & Bougie Roger. (2016a). Research Methods for Business : A skill Building Apporach. https://doi.org/http://lccn.loc.gov/2015051045
Sekaran Uma, & Bougie Roger. (2016b). Research Methods for Business: A Skill-Building Approach. https://doi.org/http://lccn.loc.gov/2015051045
Shin, Y., Hur, W. M., Park, K., & Hwang, H. (2020). How managers’ job crafting reduces turnover intention: The mediating roles of role ambiguity and emotional exhaustion. International Journal of Environmental Research and Public Health, 17(11), 1–18. https://doi.org/10.3390/ijerph17113972
Slemp, G. R. (2016). Job Crafting. In The Wiley Blackwell Handbook of the Psychology of Positivity and Strengths-Based Approaches at Work (pp. 342–365). wiley. https://doi.org/10.1002/9781118977620.ch19
Suzabar, D. F., Soelton, M., Umar, M., & Triwulan, J. (2020). Recognizing How the Time Demands of Work Influences the Turnover Intention in Banking Industry.
Tims, M., Bakker, A. B., & Derks, D. (2012). Development and validation of the job crafting scale. Journal of Vocational Behavior, 80(1), 173–186. https://doi.org/10.1016/j.jvb.2011.05.009
Tims, M., Derks, D., & Bakker, A. B. (2016). Job crafting and its relationships with person-job fit and meaningfulness: A three-wave study. Journal of Vocational Behavior, 92, 44–53. https://doi.org/10.1016/j.jvb.2015.11.007
van Woerkom, M. dr., & van Engen, M. L. dr. (2016). A scenario experiment on the effect of perfomance appraisal on the feeling of autonomy of employees and the perceptions of employees regarding theTheory X/Y leadership style: the moderating role of strength-based leaderhsip. 1–39.
Verbruggen, M., & van Emmerik, H. (2020). When Staying Is Dissatisfying: Examining When and Why Turnover Cognitions Affect Stayers’ Career Satisfaction. Journal of Management, 46(4), 530–559. https://doi.org/10.1177/0149206318801998
Wang, F., Wu, M., Ding, H., & Wang, L. (2024). How and why strengths-based leadership relates to nurses’ turnover intention: the roles of job crafting and work fatigue. Leadership and Organization Development Journal, 45(4), 702–718. https://doi.org/10.1108/LODJ-03-2023-0143
Wang, J., van Woerkom, M., Breevaart, K., Bakker, A. B., & Xu, S. (2023). Strengths-based leadership and employee work engagement: A multi-source study. Journal of Vocational Behavior, 142. https://doi.org/10.1016/j.jvb.2023.103859
Wang, Q., Shang, Z., Zuo, C., Fan, H., Xu, C., Cai, Z., & Shi, W. (2024). Proactive Personality and Turnover Intention: The Mediating Role of Career Aspiration and the Moderating Effect of Organizational Career Management. Behavioral Sciences, 14(9), 800. https://doi.org/10.3390/bs14090800
Wessels, C., Schippers, M. C., Stegmann, S., Bakker, A. B., van Baalen, P. J., & Proper, K. I. (2019). Fostering flexibility in the new world of work: A model of time-spatial job crafting. Frontiers in Psychology, 10(MAR). https://doi.org/10.3389/fpsyg.2019.00505
Wrzesniewski, A., & Dutton, E. J. (2001). Crafting_a_Job_Revisioning_Employees_as. 179–201.
Yue, M., Zhu, X., & Zhu, F. (2024a). Career variety and turnover intention: mediating role of job crafting and moderating role of HR innovators and integrators. Chinese Management Studies. https://doi.org/10.1108/CMS-07-2023-0355
Yue, M., Zhu, X., & Zhu, F. (2024b). Career variety and turnover intention: mediating role of job crafting and moderating role of HR innovators and integrators. Chinese Management Studies. https://doi.org/10.1108/CMS-07-2023-0355
Yue, M., Zhu, X., & Zhu, F. (2024c). Career variety and turnover intention: mediating role of job crafting and moderating role of HR innovators and integrators. Chinese Management Studies. https://doi.org/10.1108/CMS-07-2023-0355
Ahmed, M., & Nawaz Nosheen. (2015). Impact of Organizational Commitment on Employee Turnover: A Case Study of Pakistan International Airlines (PIA). https://www.researchgate.net/publication/323780126
Akkermans, J., & Tims, M. (2017). Crafting your Career: How Career Competencies Relate to Career Success via Job Crafting. Applied Psychology, 66(1), 168–195. https://doi.org/10.1111/apps.12082
Bothma, C. F. C., & Roodt, G. (2013). The validation of the turnover intention scale. SA Journal of Human Resource Management, 11(1). https://doi.org/10.4102/sajhrm.v11i1.507
Cai, D., Li, Z., Xu, L., Fan, L., Wen, S., Li, F., Guan, Z., & Guan, Y. (2023). Sustaining newcomers’ career adaptability: The roles of socialization tactics, job embeddedness and career variety. Journal of Occupational and Organizational Psychology, 96(2), 264–286. https://doi.org/10.1111/joop.12423
Chu, X., Ding, H., Zhang, L., & Li, Z. A. (2022). Strengths-Based Leadership and Turnover Intention: The Roles of Felt Obligation for Constructive Change and Job Control. Frontiers in Psychology, 13. https://doi.org/10.3389/fpsyg.2022.786551
Crossland, C., Zyung, J., Hiller, N. J., & Hambrick, D. C. (2014). Ceo career variety: Effects on firm-level strategic and social novelty. Academy of Management Journal, 57(3), 652–674. https://doi.org/10.5465/amj.2012.0469
Ding, H., Liu, J., & Yu, E. (2024). How and when do strengths work? The effect of strengths-based leadership on follower career satisfaction. Personnel Review, 53(6), 1392–1407. https://doi.org/10.1108/PR-07-2022-0485
Ding, H., & Quan, G. (2021). How and When Does Follower’s Strengths-Based Leadership Relate to Follower Innovative Behavior: The Roles of Self-Efficacy and Emotional Exhaustion. Journal of Creative Behavior, 55(3), 591–603. https://doi.org/10.1002/jocb.473
Ding, H., & Yu, E. (2022). Strengths-Based Leadership and Employee Psychological Well-Being: A Moderated Mediation Model. Journal of Career Development, 49(5), 1108–1121. https://doi.org/10.1177/08948453211018807
Ding, H., Yu, E., & Li, Y. (2020). Strengths-based leadership and its impact on task performance: A preliminary study. South African Journal of Business Management, 51(1). https://doi.org/10.4102/sajbm.v51i1.1832
Dries, N., Vantilborgh, T., & Pepermans, R. (2012). The role of learning agility and career variety in the identification and development of high potential employees. Personnel Review, 41(3), 340–358. https://doi.org/10.1108/00483481211212977
Dysvik, A., & Kuvaas, B. (2010). Exploring the relative and combined influence of mastery-approach goals and work intrinsic motivation on employee turnover intention. Personnel Review, 39(5), 622–638. https://doi.org/10.1108/00483481011064172
Gottlieb, N. L., Gottlieb, B., & Shamian, J. (2012). Principles of Strengths-Based Nursing leadership for Strengths-Based Nursing Care: A New Paradigm for Nursing and Healthcare for the 21st Century SPECIAl FoCUS oN StrENGtHS-BASEd NUrSING.
Guan, Y., Yang, W., Zhou, X., Tian, Z., & Eves, A. (2016). Predicting Chinese human resource managers’ strategic competence: Roles of identity, career variety, organizational support and career adaptability. Journal of Vocational Behavior, 92, 116–124. https://doi.org/10.1016/j.jvb.2015.11.012
Hair, J. F., Tomas, G., Hult, M., Ringle, C. M., & Sarstedt, M. (2022). A Primer on Partial Least Squares Structural Equation Modeling (PLS-SEM). https://www.researchgate.net/publication/354331182
Harju, L. K., Kaltiainen, J., & Hakanen, J. J. (2021). The double-edged sword of job crafting: The effects of job crafting on changes in job demands and employee well-being. Human Resource Management, 60(6), 953–968. https://doi.org/10.1002/hrm.22054
Hom, P. W., Lee, T. W., Shaw, J. D., & Hausknecht, J. P. (2017). One hundred years of employee turnover theory and research. Journal of Applied Psychology, 102(3), 530–545. https://doi.org/10.1037/apl0000103
Jackofsky, E. F. (1984). Turnover and Job Performance: An Integrated Process Model. In Source: The Academy of Management Review (Vol. 9, Issue 1).
Karaevli, A., & Tim Hall, D. T. (2006a). How career variety promotes the adaptability of managers: A theoretical model. Journal of Vocational Behavior, 69(3), 359–373. https://doi.org/10.1016/j.jvb.2006.05.009
Karaevli, A., & Tim Hall, D. T. (2006b). How career variety promotes the adaptability of managers: A theoretical model. Journal of Vocational Behavior, 69(3), 359–373. https://doi.org/10.1016/j.jvb.2006.05.009
Khalifaturofi’ah, S. O. (2023). Cost efficiency, innovation and financial performance of banks in Indonesia. Journal of Economic and Administrative Sciences, 39(1), 100–116. https://doi.org/10.1108/jeas-07-2020-0124
Klotz, A. C., Swider, B. W., Shao, Y., & Prengler, M. K. (2021). The paths from insider to outsider: A review of employee exit transitions. Human Resource Management, 60(1), 119–144. https://doi.org/10.1002/hrm.22033
Li, J., Sekiguchi, T., & Qi, J. (2020). When and why skill variety influences employee job crafting: Regulatory focus and social exchange perspectives. Employee Relations, 42(3), 662–680. https://doi.org/10.1108/ER-06-2019-0240
Lichtenthaler, P. W., & Fischbach, A. (2018). Leadership, job crafting, and employee health and performance. Leadership and Organization Development Journal, 39(5), 620–632. https://doi.org/10.1108/LODJ-07-2017-0191
Matsuo, M. (2020). The role of work authenticity in linking strengths use to career satisfaction and proactive behavior: a two-wave study. Career Development International, 25(6), 617–630. https://doi.org/10.1108/CDI-01-2020-0015
Medina, E. (2012). Job Satisfaction and Employee Turnover Intention: What does Organizational Culture Have To Do With It?
Na-Nan, K., Kanthong, S. N., & Dhienhirun, A. (2020). Development and validation of an instrument to measure turnover intention of Generation Y in Thailand. International Journal of Organizational Analysis, 29(3), 682–698. https://doi.org/10.1108/IJOA-12-2019-1972
Niessen, C., Weseler, D., & Kostova, P. (2016). When and why do individuals craft their jobs? The role of individual motivation and work characteristics for job crafting. Human Relations, 69(6), 1287–1313. https://doi.org/10.1177/0018726715610642
Petrou, P., Demerouti, E., Peeters, M. C. W., Schaufeli, W. B., & Hetland, J. (2012). Crafting a job on a daily basis: Contextual correlates and the link to work engagement. Journal of Organizational Behavior, 33(8), 1120–1141. https://doi.org/10.1002/job.1783
Saleem, T., & Gul, S. (2013). Drivers of turnover intention in public sector organizations: Pay satisfaction, organizational commitment and employment opportunities. Middle East Journal of Scientific Research, 17(6), 697–704. https://doi.org/10.5829/idosi.mejsr.2013.17.06.11939
Schmid, S., & Mitterreiter, S. (2021). Understanding top managers’ careers: How does career variety impact tenure on the board? European Management Journal, 39(5), 617–632. https://doi.org/10.1016/j.emj.2020.12.002
Sekaran Uma, & Bougie Roger. (2016a). Research Methods for Business : A skill Building Apporach. https://doi.org/http://lccn.loc.gov/2015051045
Sekaran Uma, & Bougie Roger. (2016b). Research Methods for Business: A Skill-Building Approach. https://doi.org/http://lccn.loc.gov/2015051045
Shin, Y., Hur, W. M., Park, K., & Hwang, H. (2020). How managers’ job crafting reduces turnover intention: The mediating roles of role ambiguity and emotional exhaustion. International Journal of Environmental Research and Public Health, 17(11), 1–18. https://doi.org/10.3390/ijerph17113972
Slemp, G. R. (2016). Job Crafting. In The Wiley Blackwell Handbook of the Psychology of Positivity and Strengths-Based Approaches at Work (pp. 342–365). wiley. https://doi.org/10.1002/9781118977620.ch19
Suzabar, D. F., Soelton, M., Umar, M., & Triwulan, J. (2020). Recognizing How the Time Demands of Work Influences the Turnover Intention in Banking Industry.
Tims, M., Bakker, A. B., & Derks, D. (2012). Development and validation of the job crafting scale. Journal of Vocational Behavior, 80(1), 173–186. https://doi.org/10.1016/j.jvb.2011.05.009
Tims, M., Derks, D., & Bakker, A. B. (2016). Job crafting and its relationships with person-job fit and meaningfulness: A three-wave study. Journal of Vocational Behavior, 92, 44–53. https://doi.org/10.1016/j.jvb.2015.11.007
van Woerkom, M. dr., & van Engen, M. L. dr. (2016). A scenario experiment on the effect of perfomance appraisal on the feeling of autonomy of employees and the perceptions of employees regarding theTheory X/Y leadership style: the moderating role of strength-based leaderhsip. 1–39.
Verbruggen, M., & van Emmerik, H. (2020). When Staying Is Dissatisfying: Examining When and Why Turnover Cognitions Affect Stayers’ Career Satisfaction. Journal of Management, 46(4), 530–559. https://doi.org/10.1177/0149206318801998
Wang, F., Wu, M., Ding, H., & Wang, L. (2024). How and why strengths-based leadership relates to nurses’ turnover intention: the roles of job crafting and work fatigue. Leadership and Organization Development Journal, 45(4), 702–718. https://doi.org/10.1108/LODJ-03-2023-0143
Wang, J., van Woerkom, M., Breevaart, K., Bakker, A. B., & Xu, S. (2023). Strengths-based leadership and employee work engagement: A multi-source study. Journal of Vocational Behavior, 142. https://doi.org/10.1016/j.jvb.2023.103859
Wang, Q., Shang, Z., Zuo, C., Fan, H., Xu, C., Cai, Z., & Shi, W. (2024). Proactive Personality and Turnover Intention: The Mediating Role of Career Aspiration and the Moderating Effect of Organizational Career Management. Behavioral Sciences, 14(9), 800. https://doi.org/10.3390/bs14090800
Wessels, C., Schippers, M. C., Stegmann, S., Bakker, A. B., van Baalen, P. J., & Proper, K. I. (2019). Fostering flexibility in the new world of work: A model of time-spatial job crafting. Frontiers in Psychology, 10(MAR). https://doi.org/10.3389/fpsyg.2019.00505
Wrzesniewski, A., & Dutton, E. J. (2001). Crafting_a_Job_Revisioning_Employees_as. 179–201.
Yue, M., Zhu, X., & Zhu, F. (2024a). Career variety and turnover intention: mediating role of job crafting and moderating role of HR innovators and integrators. Chinese Management Studies. https://doi.org/10.1108/CMS-07-2023-0355
Yue, M., Zhu, X., & Zhu, F. (2024b). Career variety and turnover intention: mediating role of job crafting and moderating role of HR innovators and integrators. Chinese Management Studies. https://doi.org/10.1108/CMS-07-2023-0355
Yue, M., Zhu, X., & Zhu, F. (2024c). Career variety and turnover intention: mediating role of job crafting and moderating role of HR innovators and integrators. Chinese Management Studies. https://doi.org/10.1108/CMS-07-2023-0355
Published
2024-12-30
How to Cite
Jaka Putra, & Dita Oki Berliyanti. (2024). ANTESENDEN TURNOVER INTENTION PADA KARYAWAN BANK SWASTA DI JAKARTA. Journal of Social and Economics Research, 6(2), 817-836. https://doi.org/10.54783/jser.v6i2.679
Section
Articles
