Efek Mediasi Affective Commitment antara Job Embeddedness terhadap Turnover Intention pada Karyawan Mega Elektronik Nganjuk

Mediation Effect of Affective Commitment between Job Embeddedness on Turnover Intention of Mega Elektronik Nganjuk Employees

Turnover intention yang tinggi merupakan masalah serius di berbagai perusahaan. Hal ini mengarah pada penyalahgunaan aset dan meningkatkan biaya manajemen. Adanya turnover intention pada karyawan dapat dijelaskan dari sisi mikro (psikologis) dan makro (organisasi dan ekonomi). Penelitian ini bertujuan untuk mengetahui dan menganalisis pengaruh job embeddedness dan affective commitment terhadap turnover intention. Penelitian ini menggunakan metodologi kuantitatif untuk melakukan investigasi kausalitas. Survei terhadap 85 karyawan dilakukan di Mega Elektronik Nganjuk. Data dianalisis dengan PLS-SEM dengan SmartPLS (v.3.3.3). Temuan penelitian menyatakan bahwa on-the-job embeddedness memiliki pengaruh negatif dan signifikan terhadap turnover intention. Off-the-job embeddedness tidak berpengaruh signifikan terhadap turnover intention. On-the-job embeddedness berpengaruh positif dan signifikan terhadap affective commitment. Off-the-job embeddedness berpengaruh positif dan signifikan terhadap affective commitment. Affective commitment berpengaruh negatif dan signifikan terhadap turnover intention. Affective commitment memediasi sebagian hubungan antara on-the-job embeddedness dan turnover intention. Affective commitment sepenuhnya memediasi hubungan antara off-the-job embeddedness dan turnover intention. Implikasi dari penelitian ini adalah perusahaan harus memperhatikan karyawan yang ingin keluar dari perusahaan dengan komunikasi yang baik agar kendala dalam pekerjaan dapat tersampaikan dan mendapatkan solusi yang terbaik.

The high turnover intention is a serious problem in various companies. It leads to an extraordinary misuse of assets and increases management costs. The existence of turnover intention in employees could be explained from the micro (psychological) and macro (organizational and economic) sides. This research aimed to investigate and analyze the effect of job embeddedness and affective commitment on employees’ turnover intention. This research uses a quantitative methodology to conduct a causality investigation. The survey of 85 employees were conducted in Mega Elektronik Nganjuk. The data were analyzed by PLS-SEM with SmartPLS (v.3.3.3). The study’s findings put into words that on-the-job embeddedness has a negative and significant influence on turnover intention. Off-the-job embeddedness has no significant influence on turnover intention. On-the-job embeddedness has a positive and significant influence on affective commitment. Off-the-job embeddedness has a positive and significant influence on affective commitment. Affective commitment has a negative and significant influence on turnover intention. Affective commitment partially mediated the relationship between on-the-job embeddedness and turnover intention. Affective commitment fully mediated the relationship between off-the-job embeddedness and turnover intention. The implication of this study is the company should pay attention to employees who want to leave the company with good communication so the obstacles in the work can be conveyed and get the best solution.