Pengaruh Person-Organization Fit terhadap Intention to Stay dengan Employee Engagement sebagai Mediasi pada Karyawan Gen Z PT XYZ

Abstract

MUHAMMAD FIRMANSYAH PERMANA. Pengaruh Person-Organization Fit terhadap Intention to Stay dengan Employee Engagement sebagai Mediasi pada Karyawan Gen Z PT XYZ. Dibimbing oleh ANGGRAINI SUKMAWATI dan DIKI AKHWAN MULYA.

Turnover karyawan Gen Z yang tinggi menjadi tantangan bagi PT XYZ yang beroperasi di remote area, sementara person-organization fit dan employee engagement diduga mendorong intention to stay karyawan. Penelitian ini bertujuan menganalisis pengaruh person-organization fit terhadap intention to stay dengan employee engagement sebagai mediasi pada karyawan Gen Z PT XYZ. Penelitian menggunakan pendekatan kuantitatif terhadap 117 responden melalui purposive sampling. Data dianalisis secara deskriptif dan Partial Least Squares-Structural Equation Modeling (PLS-SEM). Hasil menunjukkan person-organization fit berpengaruh positif dan signifikan terhadap intention to stay (ß=0,68) dan employee engagement (ß=0,76). Employee engagement berpengaruh positif dan signifikan terhadap intention to stay (ß=0,21) serta memediasi secara parsial pengaruh person-organization fit terhadap intention to stay (ß=0,16). Temuan ini menegaskan pentingnya kesesuaian karyawan-organisasi dan keterlibatan kerja bagi retensi Gen Z di remote area.

Kata kunci: employee engagement, Gen Z, intention to stay, person-organization fit, remote area

MUHAMMAD FIRMANSYAH PERMANA. The Effect of Person-Organization Fit on Intention to Stay: The Mediating Role of Employee Engagement among Generation Z Employees at PT XYZ. Supervised by ANGGRAINI SUKMAWATI and DIKI AKHWAN MULYA.

High turnover among Gen Z employees posed a challenge for PT XYZ, a company operating in a remote area, while person-organization fit and employee engagement were believed to strengthen employees’ intention to stay. This study analyzed the effect of person-organization fit on intention to stay with employee engagement as a mediating variable among Gen Z employees at PT XYZ. A quantitative approach was applied to 117 respondents through purposive sampling. Data were analyzed descriptively and using Partial Least Squares-Structural Equation Modeling (PLS-SEM). Results showed person-organization fit had a positive and significant effect on intention to stay (ß=0.68) and employee engagement (ß=0.76). Employee engagement also had a positive and significant effect on intention to stay (ß=0.21) and partially mediated the effect of person-organization fit on intention to stay (ß=0.16). These findings underscored the importance of employee-organization fit and engagement for Gen Z retention in remote-area workplaces.

Keywords: employee engagement, Gen Z, intention to stay, person-organization fit, remote area