[
ABSTRAKPenelitian ini bertujuan untuk menguji pengaruh dari dimensi employer branding
terhadap intention to quit karyawan generasi Y dengan moderasi dari selfesteem.
Penelitian ini menggunakan kuesioner employer branding milik
Alniacik&Alniacik (2012), self-esteem milik Rosenberg (1965), dan intention to
quit milik Hussain, Yunus, Ishak dan Daud (2013). Responden berasal dari
karyawan full-time yang bekerja pada industri Jasa Keuangan dan Asuransi dan
Informasi dan Komunikasi, data dianalisis lebih lanjut menggunakan moderated
regression analysis (MRA). Hasil dari penelitian ini adalah employer
brandingberpengaruh secara signifikan terhadap intention to quit dan interaksi
antara employer branding dengan self-esteem memperkuat hubungan tersebut.
Nilai sosial dan pasar dari employer branding merupakan dimensi yang signifikan
mempengaruhi intention to quit, dan interaksi keduanya turut memperkuat dan
memperlemah hubungan antara employer branding terhadap intention to quit
generasi Y tersebut.
ABSTRACTThis study aims to examine the impact of the dimensions of employer branding to
employee intention to quit for the Y generation with the moderation of self-esteem.
This study uses employer branding belonging to Alniacik & Alniacik (2012), selfesteem,
belonging to Rosenberg (1965), and intention to quit belongs to Hussain,
Jonah, Isaac and David (2013). Measuring instruments used in this study was a
questionnaire distributed to respondents from full-time employees who work in the
Insurance and Financial Services and Information and Communication
industries, the data were analyzed further using moderated regression analysis
(MRA). The results of this study are employer branding proved significantly
impact the intention to quit and the interaction between employer branding with
self-esteem strengthen the relationship. sosial and market value of employer
branding are the dimensions that significantly affect the intention to quit, and
interactions between them both help strengthen and also weaken the relationship
between employer branding to the intention to quit the Y generation.;This study aims to examine the impact of the dimensions of employer branding to
employee intention to quit for the Y generation with the moderation of self-esteem.
This study uses employer branding belonging to Alniacik & Alniacik (2012), selfesteem,
belonging to Rosenberg (1965), and intention to quit belongs to Hussain,
Jonah, Isaac and David (2013). Measuring instruments used in this study was a
questionnaire distributed to respondents from full-time employees who work in the
Insurance and Financial Services and Information and Communication
industries, the data were analyzed further using moderated regression analysis
(MRA). The results of this study are employer branding proved significantly
impact the intention to quit and the interaction between employer branding with
self-esteem strengthen the relationship. sosial and market value of employer
branding are the dimensions that significantly affect the intention to quit, and
interactions between them both help strengthen and also weaken the relationship
between employer branding to the intention to quit the Y generation, This study aims to examine the impact of the dimensions of employer branding to
employee intention to quit for the Y generation with the moderation of self-esteem.
This study uses employer branding belonging to Alniacik & Alniacik (2012), selfesteem,
belonging to Rosenberg (1965), and intention to quit belongs to Hussain,
Jonah, Isaac and David (2013). Measuring instruments used in this study was a
questionnaire distributed to respondents from full-time employees who work in the
Insurance and Financial Services and Information and Communication
industries, the data were analyzed further using moderated regression analysis
(MRA). The results of this study are employer branding proved significantly
impact the intention to quit and the interaction between employer branding with
self-esteem strengthen the relationship. sosial and market value of employer
branding are the dimensions that significantly affect the intention to quit, and
interactions between them both help strengthen and also weaken the relationship
between employer branding to the intention to quit the Y generation]
T-Aji Bhaskara.pdf :: Unduh