Peran Kualitas Kehidupan Kerja Dan Persepsi Peluang Kerja Terhadap Intensi Pindah Kerja

Abstract

Tujuan dari penelitian ini adalah menganalisis peran dari kualitas kehidupan kerja dan persepsi peluang kerja terhadap intensi pindah kerja karyawan PT. X berperan terhadap intensi pindah kerja. Intensi pindah kerja adalah keinginan individu untuk keluar dari suatu organisasi dan berpindah ke organisasi lain. Kualitas kehidupan bekerja adalah persepsi pekerja terhadap suasana dan pengalaman pekerja di tempat kerja mereka. Sedangkan persepsi terhadap peluang kerja adalah proses tanggapan yang terjadi dalam diri individu terhadap keadaan pasar tenaga kerja. Tinggi dan rendahnya kesesuaian keadaan antara pencari kerja dan pekerjaan yang ditawarkan akan menentukan besarnya intensi karyawan untuk meninggalkan organisasi. Penelitian ini melibatkan 300 responden yang merupakan karyawan PT. X. Metode survei secara online melalui portal karyawan berbentuk closed-ended question diberikan kepada responden. Data dianalisis dengan menggunakan regresi linear ganda. Hasil penelitian menunjukkan nilai F sebesar 70,780 dengan signifikansi (p) sebesar 0,000 (p < 0,05) dan nilai R2 sebesar 0,323 yang berarti terdapat peran yang signifikan antara kualitas kehidupan kerja dan persepsi peluang kerja terhadap intensi pindah kerja karyawan di PT. X dengan kontribusi sebesar 32,3%, sedangkan kontribusi peran kualitas kehidupan kerja adalah 30% dan kontribusi persepsi peluang kerja adalah 3,7%. Intervensi yang dilakukan adalah menyusun program pelatihan dan memperbaiki uraian pekerjaan sesuai dengan kebutuhan perusahaan saat ini.

The Role of Psychological Capital, Quality of Work Life, and Perceived Job Opportunity on Turnover Intention in Millennials (Study on PT. X Business Unit)

“…The results of this study are in line with previous studies which also found that the quality of work life plays a role in intention to leave work [6] [11] [10] [18] [12], and perceptions of work opportunities play a role in the intention to leave work [8] [12]. The results of this study are also in accordance with the statements of Mobley, Griffeth, Hand, and Meglino [4] which say that the desire of employees to leave is influenced by individual, organizational, and environmental factors.…”

“…The research conducted by Victoria et al [12] obtained results that dimensions that have a negative and significant role are dimensions of personal development, work culture, and job characteristic. And the research conducted by Putri [8] found that the dimensions of job characteristic, working conditions, work culture, supervisory, promotion, personal development, and pay and benefits play a negative and significant role in the intention to leave work.…”

“…Quality of work life could be define as a relationship between employees and the total working environment [9]. So many research conducted and found that quality of work life have a negative and significant role to turnover intention [6] [8] [10] [11] [12]. But, there are still vary in which dimension of psychological capital and quality of work life that have a larger impact on turnover intention.…”

“…Wheeler [8] says that employee's consideration in labour market could be one of the reason of employee leaving the company. Research done by Putri [8] and Victoria et al [12] found that perceived job opportunity have a positive role to turnover intention.…”