PENGARUH KEPUASAN KERJA TERHADAP TURNOVER INTENTION DI MEDIASI OLEH LOYALITAS KARYAWAN PADA KARYAWAN GEN Z DI PERUSAHAAN PT MAJUPERKASA INDONESIA PROVINSI KALIMANTAN SELATAN
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Institusion
Universitas Islam Kalimantan M A B Banjarmasin
Author
HALISA INDRIANI, ANANDA
Subject
H Social Sciences (General)
Datestamp
2026-07-09 05:41:48
Abstract :
ABSTRAK\r\n\r\nSumber daya manusia (SDM) merupakan aset utama yang berperan penting dalam menentukan keberhasilan suatu organisasi. Di tengah persaingan global dan perkembangan industri yang pesat, pengelolaan SDM yang efektif menjadi kebutuhan strategis bagi perusahaan. Salah satu permasalahan umum yang dihadapi adalah tingginya tingkat turnover atau pergantian karyawan, yang dapat berdampak pada produktivitas, stabilitas tim kerja, hingga efisiensi operasional terutama di kalangan karyawan Gen Z.\r\nPenelitian ini bertujuan untuk menganalisa untuk : 1) menguji dan menganalisa pengaruh kepuasan kerja terhadap turnover intention pada karyawan Gen Z, 2) menguji dan menganalisa pengaruh kepuasan kerja terhadap loyalitas karyawan Gen Z, 3) menguji dan menganalisa pengaruh loyalitas karyawan terhadap turnover intention pada karyawan Gen Z, 4) menguji dan menganalisa pengaruh kepuasan kerja dimediasi loyalitas karyawan terhadap turnover intention pada karyawan Gen Z di PT Majuperkasa Indonesia. Sampel pada penelitian ialah sebanyak 61 responden. Pemilihan responden menggunakan Teknik purposive sampling karena tidak semua karyawan perusahaan termasuk dalam kategori Gen Z atau sesuai dengan kebutuhan data penelitian.\r\nSecara keseluruhan, hasil penelitian menunjukkan bahwa: (a) kepuasan kerja tidak berpengaruh signifikan terhadap turnover intention (β = -0,273; p = 0,115), meskipun arahnya negatif; (b) kepuasan kerja berpengaruh positif dan signifikan terhadap loyalitas karyawan (β = 0,447; p = 0,000); (c) loyalitas karyawan tidak berpengaruh signifikan terhadap turnover intention (β = -0,137; p = 0,609); dan (d) loyalitas karyawan tidak mampu memediasi pengaruh kepuasan kerja terhadap turnover intention (β = -0,061; p = 0,633).yang menunjukkan bahwa peran mediasi loyalitas karyawan tidak mampu menjembatani hubungan antara kepuasan kerja dan turnover intention pada karyawan Gen Z di PT. Majuperkasa Indonesia.\r\nKata Kunci : Kepuasan Kerja; Loyalitas Karyawan; Turnover Intention\r\n ABSTRACT\r\nHuman resources (HR) are a primary asset that plays a crucial role in determining the success of an organization. Amid global competition and rapid industrial development, effective human resource management has become a strategic necessity for companies. One common issue faced by organizations is the high rate of employee turnover, which can impact productivity, team stability, and operational efficiency, particularly among Generation Z employees.\r\nThis study aims to: (1) examine and analyze the effect of job satisfaction on turnover intention among Generation Z employees; (2) examine and analyze the effect of job satisfaction on employee loyalty among Generation Z employees; (3) examine and analyze the effect of employee loyalty on turnover intention among Generation Z employees; and (4) examine and analyze the effect of job satisfaction on turnover intention mediated by employee loyalty among Generation Z employees at PT Majuperkasa Indonesia. The sample consisted of 61 respondents. Respondents were selected using purposive sampling, as not all company employees fall within the Generation Z category or meet the research data requirements.\r\nOverall, the results indicate that: (a) job satisfaction does not have a significant effect on turnover intention (β = -0.273; p = 0.115), although the relationship is negative; (b) job satisfaction has a positive and significant effect on employee loyalty (β = 0.447; p = 0.000); (c) employee loyalty does not have a significant effect on turnover intention (β = -0.137; p = 0.609); and (d) employee loyalty does not mediate the relationship between job satisfaction and turnover intention (β = -0.061; p = 0.633). These findings indicate that employee loyalty is not able to bridge the relationship between job satisfaction and turnover intention among Generation Z employees at PT. Majuperkasa Indonesia.\r\nKeywords: Job Satisfaction; Employee Loyalty; Turnover Intention
ABSTRAK\r\n\r\nSumber daya manusia (SDM) merupakan aset utama yang berperan penting dalam menentukan keberhasilan suatu organisasi. Di tengah persaingan global dan perkembangan industri yang pesat, pengelolaan SDM yang efektif menjadi kebutuhan strategis bagi perusahaan. Salah satu permasalahan umum yang dihadapi adalah tingginya tingkat turnover atau pergantian karyawan, yang dapat berdampak pada produktivitas, stabilitas tim kerja, hingga efisiensi operasional terutama di kalangan karyawan Gen Z.\r\nPenelitian ini bertujuan untuk menganalisa untuk : 1) menguji dan menganalisa pengaruh kepuasan kerja terhadap turnover intention pada karyawan Gen Z, 2) menguji dan menganalisa pengaruh kepuasan kerja terhadap loyalitas karyawan Gen Z, 3) menguji dan menganalisa pengaruh loyalitas karyawan terhadap turnover intention pada karyawan Gen Z, 4) menguji dan menganalisa pengaruh kepuasan kerja dimediasi loyalitas karyawan terhadap turnover intention pada karyawan Gen Z di PT Majuperkasa Indonesia. Sampel pada penelitian ialah sebanyak 61 responden. Pemilihan responden menggunakan Teknik purposive sampling karena tidak semua karyawan perusahaan termasuk dalam kategori Gen Z atau sesuai dengan kebutuhan data penelitian.\r\nSecara keseluruhan, hasil penelitian menunjukkan bahwa: (a) kepuasan kerja tidak berpengaruh signifikan terhadap turnover intention (β = -0,273; p = 0,115), meskipun arahnya negatif; (b) kepuasan kerja berpengaruh positif dan signifikan terhadap loyalitas karyawan (β = 0,447; p = 0,000); (c) loyalitas karyawan tidak berpengaruh signifikan terhadap turnover intention (β = -0,137; p = 0,609); dan (d) loyalitas karyawan tidak mampu memediasi pengaruh kepuasan kerja terhadap turnover intention (β = -0,061; p = 0,633).yang menunjukkan bahwa peran mediasi loyalitas karyawan tidak mampu menjembatani hubungan antara kepuasan kerja dan turnover intention pada karyawan Gen Z di PT. Majuperkasa Indonesia.\r\nKata Kunci : Kepuasan Kerja; Loyalitas Karyawan; Turnover Intention\r\n ABSTRACT\r\nHuman resources (HR) are a primary asset that plays a crucial role in determining the success of an organization. Amid global competition and rapid industrial development, effective human resource management has become a strategic necessity for companies. One common issue faced by organizations is the high rate of employee turnover, which can impact productivity, team stability, and operational efficiency, particularly among Generation Z employees.\r\nThis study aims to: (1) examine and analyze the effect of job satisfaction on turnover intention among Generation Z employees; (2) examine and analyze the effect of job satisfaction on employee loyalty among Generation Z employees; (3) examine and analyze the effect of employee loyalty on turnover intention among Generation Z employees; and (4) examine and analyze the effect of job satisfaction on turnover intention mediated by employee loyalty among Generation Z employees at PT Majuperkasa Indonesia. The sample consisted of 61 respondents. Respondents were selected using purposive sampling, as not all company employees fall within the Generation Z category or meet the research data requirements.\r\nOverall, the results indicate that: (a) job satisfaction does not have a significant effect on turnover intention (β = -0.273; p = 0.115), although the relationship is negative; (b) job satisfaction has a positive and significant effect on employee loyalty (β = 0.447; p = 0.000); (c) employee loyalty does not have a significant effect on turnover intention (β = -0.137; p = 0.609); and (d) employee loyalty does not mediate the relationship between job satisfaction and turnover intention (β = -0.061; p = 0.633). These findings indicate that employee loyalty is not able to bridge the relationship between job satisfaction and turnover intention among Generation Z employees at PT. Majuperkasa Indonesia.\r\nKeywords: Job Satisfaction; Employee Loyalty; Turnover Intention
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