Stres Kerja, Keterlibatan Kerja, dan Intensi Turnover Pada Generasi Milenial

Taufik Achmad Dwi Putro, Nabella Ajeng, Oom Qomariyah

Abstract


Penelitian ini bertujuan untuk menguji peran stres kerja dan keterlibatan kerja terhadap intensi turnover pada karyawan generasi milenial. Penelitian ini menggunakan pendekatan kuantitatif. Stress Diagnostic Survey, Skala Keterlibatan Kerja, dan Skala Intensi Turnover digunakan untuk mendapatkan data yang berasal dari 100 orang subjek melalui survei online. Data kemudian dianalisis menggunakan teknik regresi berganda. Hasil penelitian menunjukkan bahwa nilai F = 35,116 dengan p = 0,000 (p <0,01). Hal ini berarti bahwa stres kerja dan keterlibatan kerja memainkan peran penting terhadap intensi turnover pada karyawan generasi milenial. Koefisien determinasi (R2) yang dihasilkan sebesar 0,42, yang berarti bahwa kontribusi efektif stres kerja dan keterlibatan kerja secara bersama-sama terhadap intensi turnover generasi milenial sebesar 42%. Stres kerja dan keterlibatan kerja secara parsial juga memainkan peran yang signifikan terhadap intensi turnover pada generasi milenial. Hubungan stres kerja dengan intensi turnover bersifat positif sedangkan hubungan keterlibatan kerja dengan intensi turnover bersifat negatif. Berdasarkan hasil penelitian ini, terdapat saran kuat bagi perusahaan yang memiliki karyawan generasi milenial untuk memberikan fleksibilitas dan kenyamanan serta meningkatkan keterlibatan karyawan mereka untuk mengurangi tingginya intensi turnover yang rawan muncul.

Keywords


stres kerja, keterlibatan kerja, intensi turnover, karyawan generasi milenial

Full Text:

PDF

References


Ahn, J., & Chaoyu, W. (2019). Job stress and turnover intention revisited: evidence from Korean firms. Problems and Perspectives in Management, 17(4), 52-61.

Azwar, S. (2012). Penyusunan Skala Psikologi. Yogyakarta: Pustaka Pelajar.

Bean, S. (2016, Oktober 14). Stress levels among Gen Y Workers Higher than other Generation. Retrieved Mei 11, 2020, from Insight: https://workplaceinsight.net/stress-levels-among-younger-workers-higher-thanother-generations/

Blau, G. (1989). Using Job Involvement and Organizational Commitment Interactively to Predict Turnover. Journal of Management, 115-127.

Cho, Y. J., & Lewis, G. B. (2011). Turnover intention and turnover behavior: implications for retaining federal employees. Review of Public Personnel Administration, 4-23.

Davis, K., & Newstrom, J. (1989). Human Behavior at Work: Organization Behavior. New York: Mcgraw-Hill Book Co.

Diefendorf, J., Brown, D., Kamin, A., & Lord, R. (2002). Examining the roles of job involvement and work centrality in predicting organizational citizenship behaviors and job performance. Journal of Organizational Behavior, 93-108.

Domino, P. (2004). Peran Iklim Kerja Organisasi dan Keterlibatan Kerja terhadap Kinerja Kerja Karyawan. Fakultas Psikologi Universitas Gadjah Mada: (Tesis tidak diterbitkan).

Dyastuti, I., & Sarsono. (2020). Pengembangan Karir terhadap Intensi Turnover pada Karyawan Generasi Milenial. Jurnal Psikologi, 5(2).

Erickson, T. (2008). Plugged In The Generation Y Guide to Thriving at Work. Boston: Harvard Business Press.

Frian, A., & Mulyani, F. (2018). Millennials Employee Turnover Intention in Indonesia. Innovative Issues and Approaches in Social Sciences, 11(3).

Habir, A., & Larasati, A. (1999). Human resource management as competitive advantage in the new millennium: An Indonesian perspective. International Journal of Manpower, 548-563.

Hall, J. (2019, Mei 9). The Cost Of Turnover Can Kill Your Business And Make Things. Retrieved Oktober 28, 2019, from Forbes: https://www.forbes.com/sites/johnhall/2019/05/09/the-cost-of-turnover-can-killyour-business-and-make-things-less-fun/#3a7b68fe7943

Idris, A. (2013). Hubungan antara komunikasi interpersonal dan komitmen organisasi dengan kepuasan kerja dosen. Jurnal Psikostudia Universitas Mulawarman, 2(2). 46-55.

Imtiaz, S., & Ahmad, S. (2009). Impact Of Stress On Employee Productivity, Performance And Turnover; An Important Managerial Issue. International Review of Business Research Papers, 468-477.

Ivancevich , J., & Matteson, M. (1980). Stress and Work: A Managerial Perspective. Glenview: Scott & Foreman.

Ivancevich, J., Konopaske, R., & Matteson, M. (2013). Organization Behavior and Management. Eight Edition. New York: McGraw-Hill.

Jex, S., & Britt, T. (2008). Organizational Psychology - A Sciemtist-Practitioner Approach. Canada: John Willey & Sons.

Jha, S. (2009). Determinants of Employee Turnover Intentions: A Review. Management Today, 9(2), 26-33.

Kafashpoor, A., Sadeghian, S., Shakori, N., & Kavoosi, S. (2014). The Impact of Job Stress on Turnover Intention Mediating role of Job Satisfaction and Affective Commitment; Case Study: Mashhad's Public Hospitals. Applied mathematics in Engineering, Management and Technology, 2(1), 96-102.

Kanungo, R. (1982). Measurement of Job and Work Involvement. Journal of Applied Psychology, 341-349.

Keller, R. (1997). Job involvement and organizational commitment as longitudinal predictors of job performance: A study of scientists and engineers. Journal of Applied Psychology, 539-545.

Khan, T. (2011). Job Involvement as Predictor of Employee Commitment: Evidence from Pakistan. International Journal of Business and Management.

Kompas.com. (2018, Desember 7). 1 dari 4 Pegawai "Resign" Punya Keahlian yang dibutuhkan Perusahaan. Retrieved Oktober 31, 2019, from Kompas.com: https://ekonomi.kompas.com/read/2018/12/07/101938426/1-dari-4-pegawai-resign-punya-keahlian-yang-dibutuhkan-perusahaan?page=all

Kreitner, R., & Kinicki, A. (2010). Organizational Behavior. New York: McGrew-Hill/Irwin.

Kurniawaty, Ramly, M., & Ramlawati. (2019). The effect of work environment, stress, and job satisfaction on employee turnover intention. Management Science Letters, 877-886.

Lu, A., & Gursoy, D. (2016). Impact of Job Burnout on Satisfaction and Turnover Intention: Do Generational Differences Matter? Journal of Hospitality & Tourism Research, 40(2), 210-235.

Lyons, P. S. (2012). Generation Y’s Psychological Traits, Entitlement, and Career Expectations. Retrieved Maret 7, 2018, from Seanlyons: http://seanlyons.ca/wp-content/uploads/2012/01/Black-et-al-20121.pdf

Mobley, W. H., Horner, S., & Hollingsworth, A. (1978). An Evaluation of Precursors of Hospital Employee Turnover. Journal of Applied Psychology, 408-414.

Monat, A., & Lazarus, R. (1985). Stress and Coping: an Anthology (Hardcover, 2nd edition). United States: Columbia University Press.

Mossadeghrad, A., Ferlie, E., & Rosenberg, D. (2011). A study of relationship between job stress, quality of working life and turnover intention among hospital employees. Health Services Management Research, 24(4), 170-181.

Naufal, I., & Prasetio, A. (2017). Pengaruh Stres Kerja Terhadap Turnover Intention Pada Karyawan CV. Sukahati Pratama. Study and Management Research, 14(3), 57-64.

Nurhasan, R. (2017). Kepuasan Kerja dan Loyalitas Generasi Y. Jurnal Wacana Ekonomi, 17(1), 13-23.

Oktariani, D., Hubeis, A., & Sukandar, D. (2016). Kepuasan kerja Generasi X dan Generasi Y terhadap Komitmen Kerja di Bank Mandiri Palembang. Jurnal Aplikasi Bisnis dan Manajemen, 3(1).

Pare, G., & Tremblay, M. (2004). The Influence of High-Involvement Human Resources Practices, Procedural Justice, Organizational Commitment and Citizenship Behaviors on Information Technology Professionals’ Turnover Intentions. Group & Organization Management, 3-34.

Pertiwi, P. (2018, Januari 28). Integrity Indonesia. Retrieved from Integrity Indonesia: https://integrity-indonesia.com/id/blog/2018/01/10/hanya-1-dari-4-karyawan-millennial-yang-loyal-apa-yang-mereka-cari-dari-perusahaan/

Riani, A., & Betty, E. (2005). Keterikatan antara komitmen afektif dengan keinginan untuk pindah pada karyawan bagian produksi di sebuah perusahaan manufaktur di Magelang. Fokus Manajerial, 3, 45-51.

Saleem, S., & Qamar, B. (2017). An Investigation of the Antecedents of Turnover Intention and Job Hopping Behavior: An Empirical Study of Universities in Pakistan. South Asian Journal of Business Studies, 25.

Sarafino, E., & Smith, T. (2011). Health Psychology Biopsychosocial Interactions: 7th Edition. United States: John Willey & Sons, Inc.

Schaefer, C. D. (2017). Factors Contributing to Millennial Turnover Rates in Department of Defense (DOD) Organizations. Melbourne: A dissertation submitted to the Bisk College of Business at Florida Institute of Technology.

Sewwandi, D., & Perere, G. (2016). The Impact of Job Stress on Turnover Intention: A Study of Reputed Apparel Firm in Sri Lanka. 3rd International HRM Conference, 3(1).

Sharma, B., Srivastava, V., Ningthoujam, S., & Arora, V. (2012). Job Involvement as a Key Component of Work Motivation: Search for Predictors. The Indian Journal of Industrial Relationship, 325-340.

Sinding, K., & Waldstrom, C. (2014). Organisational Behaviour. New York: McGraw-Hill Education.

Stafford, D., & Griffis, H. (2008). A Review of Millennial Generation Characteristics and Military Workforce Implications. Virginia: Mark Center Driver.

Sutanto, E., & Gunawan, C. (2013). Kepuasan Kerja, Komitmen Organisasional dan Turnover Intention. Jurnal Mitra Ekonomi dan Manajemen Bisnis, 4(1), 76-88.

The Economist. (2018, September 20). The High Cost of Staff Turnover. Retrieved April 27, 2019, from The Economist: https://www.economist.com/business/2018/09/20/thehigh-costs-of-staff-turnover

Tower Watson. (2012). Global Talent Management and Reward Study 2012-2013

Triwijanarko, R. (2015, Juni 25). Millennials Outnumber Baby Boomers and Are Far More Diverse, Census Bureau Reports. Retrieved November 26, 2019, from Marketeers: https://www.census.gov/newsroom/press-releases/2015/cb15-113.html

Umamit, M. (2016). Hubungan Stres Kerja dengan Keterlibatan Kerja pada Karyawan. SKRIPSI Universitas Muhammadiyah Malang.

Yembise, Y., & Suhariyanto. (2018). Statistik Gender Tematik: Profil Generasi Milenial Indonesia. Jakarta: Kementerian Pemberdayaan Perempuan dan Perlindungan Anak.

Yulianti, V., & Mesta, H. (2015). Pengaruh Stres Kerja dan Kepuasan Kerja terhadap Intensi Turnover Karyawan PT. Berjaya Pet Sumatera. Jurnal Praktis Bisnis.

Yuliawan, T., & Himam, F. (2007). The Grasshopper Phenomenon: Studi Kasus terhadap Profesional yang Sering Berpindah-pindah Pekerjaan. Jurnal Psikologi, 34(1), 76-88.

Zhang, Y. (2016). A Review of Employee Turnover Influence Factor and Countermeasure. Journal of Human Resource and Sustainability Studies, 85-91.

Zulistiawan, R. (2014). Hubungan antara komitmen organisasi dan keadilan organisasi dengan intensi turnover. Jurnal Psikostudia Universitas Mulawarman, 3(1). 12-23.




DOI: http://dx.doi.org/10.30872/psikostudia.v9i2.3837

Refbacks

  • There are currently no refbacks.


Copyright (c) 2020 Psikostudia : Jurnal Psikologi

Creative Commons License
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.

 

Indexing by :

         

_________________________________________

PSIKOSTUDIA: Jurnal Psikologi Published by Faculty of Social and Political Siences, University of Mulawarman, Samarinda, East Kalimantan and This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.

 _________________________________________

PSIKOSTUDIA: Jurnal Psikologi

Department of Psychology
Faculty of Social and Political Siences, University of Mulawarman
Jl. Muara Muntai Kampus Gn. Kelua Samarinda 75411
Phone: +62 813 35350368
E-Mail: psikostudia@fisip.unmul.ac.id