Pengaruh Employee Engagement dan Kepuasan Kerja Terhadap Turnover Intention di Kantor Pusat PT Perkebunan Nusantara VIII

Abstract

Kantor pusat PTPN VIII memiliki sepuluh divisi berbeda yang saling berkesinambungan. Berdasarkan hasil laporan manajemen kantor pusat PTPN VIII tahun 2019 dan 2020 menunjukkan penurunan jumlah karyawan karena turnover sebesar 61 karyawan atau 20,03%. Dalam mencari pengaruh yang menyebabkan turnover intention, employee engagement dan kepuasan kerja dapat menjadi faktor penting dalam melihat keterkaitannya. Penelitian ini bertujuan untuk mengidentifikasi karakteristik karyawan di kantor pusat PT. Perkebunan Nusantara VIII, menganalisis pengaruh employee engagement terhadap kepuasan kerja, menganalisis pengaruh employee engagement terhadap turnover intention, dan menganalisis kepuasan kerja terhadap turnover intention. Data dalam penelitian diperoleh melalui data primer dan sekunder. Analisis data menggunakan analisis deskriptif dan analisis SEM-PLS. Hasil penelitian menunjukan employee engagement berpengaruh positif dan signifikan terhadap kepuasan kerja, employee engagement berpengaruh negatif dan tidak signifikan terhadap turnover intention, dan kepuasan kerja berpengaruh negatif dan tidak signifikan terhadap turnover intention.

PTPN VIII head office has ten different divisions that are mutually sustainable. Based on the results of the PTPN VIII head office management report in 2019 and 2020, the number of employees decreased due to a turnover of 61 employees or 20.03%. In looking for the influence that causes turnover intention, employee engagement and job satisfaction can be important factors in seeing the relationship. This study aims to identify the characteristics of employees at the head office of PT. Perkebunan Nusantara VIII, analyzed the effect of employee engagement on job satisfaction, analyzed the effect of employee engagement on turnover intention, and analyzed job satisfaction on turnover intention. The data in the study were obtained through primary and secondary data. Data analysis used descriptive analysis and SEM-PLS analysis. The results showed that employee engagement had a positive and significant effect on job satisfaction, employee engagement had a negative and insignificant effect on turnover intention, and job satisfaction had a negative and insignificant effect on turnover intention.