Pengaruh Kompensasi, Lingkungan Kerja, Dan Job Insecurity Terhadap Quit Intention Gen Z

Ramadina, Atika Sanjani (2024) Pengaruh Kompensasi, Lingkungan Kerja, Dan Job Insecurity Terhadap Quit Intention Gen Z. Masters thesis, Institut Teknologi Sepuluh Nopember.

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Abstract

Kehadiran Gen Z dalam dunia kerja menciptakan tantangan baru bagi organisasi. Karakteristik generasi ini berbeda dengan generasi sebelumnya, oleh karena itu, manajemen sumber daya manusia perlu berupaya lebih keras untuk merancang kebijakan-kebijakan perusahaan yang baru guna meningkatkan motivasi kerja guna meningkatkan kinerja secara keseluruhan. Generasi Z di Indonesia diketahui memiliki intensi turnover yang tinggi, tingkat turnover karyawan Indonesia berada di angka 10% pasca Gen Z mulai memasuki dunia kerja. Keinginan untuk keluar (quit intention) merupakan sinyal awal terjadinya turnover di dalam suatu organisasi. Penelitian ini menggunakan metode kuantitatif, pengambilan data menggunakan kuisioner dan dianalisis menggunakan metode SEM-PLS untuk mengetahui quit intention (variabel dependen) para karyawan Generasi Z dengan variabel independen kompensasi, lingkungan kerja, dan job insecurity. Dampak penelitian ini diharapkan dapat memberikan rekomendasi yang berguna bagi organisasi/HRD untuk meningkatkan kepuasan kerja, dan meningkatkan komitmen karyawan terhadap perusahaan. Sehingga jika para karyawan merasa puas dan aman dengan pekerjaannya, maka keinginan untuk keluar dari pekerjaan dapat ditekan dan tingkat turnover bisa menurun. Hasil dari penelitian ini adalah kompensasi, lingkungan kerja, dan job insecurity berpengaruh signifikan terhadap quit intention. Hasil analisis penelitian ini mendukung theory of reason action (TRA), theory of planned behavior (TPB) dan equity theory.
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The presence of Gen Z in the world of work creates new challenges for organizations. The characteristics of this generation are different from previous generations, therefore, human resource management needs to put more effort into designing new company policies to increase work motivation in order to improve overall performance. Generation Z in Indonesia is known to have high turnover intentions, the turnover rate for Indonesian employees is at 10% after Gen Z began to enter the world of work. The desire to leave (quit intention) is an early signal of turnover within an organization. This research uses quantitative methods, data collection uses questionnaires and is analyzed using the SEM-PLS method to determine the quit intention (dependent variable) of Generation Z employees with the independent variables compensation, work environment and job insecurity. It is hoped that the impact of this research can provide useful recommendations for organizations/HRD to improve job satisfaction, and increasing employee commitment to the company. So if employees feel satisfied and safe with their jobs, the desire to leave work can be suppressed and the turnover rate can decrease. The results of this research are that compensation, work environment, and job insecurity have a significant effect on quit intention. The results of this research analysis support the theory of reason action (TRA), theory of planned behavior (TPB) and equity theory..

Item Type:	Thesis (Masters)
Uncontrolled Keywords:	Job Insecurity, Kompensasi, Lingkungan Kerja, Quit Intention; Compensation, Job Insecurity, Quit Intention, Work Environment
Subjects:	H Social Sciences > H Social Sciences (General) H Social Sciences > HA Statistics H Social Sciences > HA Statistics > HA29 Theory and method of social science statistics
Divisions:	Faculty of Creative Design and Digital Business (CREABIZ) > Business Management > 61205-(S1) Undergraduate Thesis
Depositing User:	Atika Sanjani Ramadina
Date Deposited:	10 Aug 2024 13:53
Last Modified:	26 Aug 2024 05:46
URI:	http://repository.its.ac.id/id/eprint/115134

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