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"ABSTRAKPenelitian ini ingin mengetahui pengaruh otonomi yang direpresentasikan oleh variabel job autonomy dan autonomy support terhadap turnover intention pada karyawan di bidang teknologi informasi melalui mediasi psychological empowerment. Penelitian ini mengambil data 150 karyawan di bidang teknologi informasi yang berasal dari empat perusahaan di Jakarta. Data diuji dengan menggunakan metode Structural Equation Modeling. Hasil penelitian menemukan job autonomy tidak berpengaruh signifikan dan autonomy support berpengaruh signifikan terhadap turnover intention. Psychological empowerment menunjukkan perannya sebagai mediator bagi job autonomy walaupun pengaruh yang dihasilkan tidak signifikan.

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ABSTRACTThe aim of the study was to find out the effect of autonomy, which represented by job autonomy and autonomy support towards turnover intention on information technology workers by mediation of psychological empowerment. This research took the data of 150 information technology workers from four companies in Jakarta. The data was analyzed by using Structural Equation Modeling method. The study found no significant effect of job autonomy and a significant effect of autonomy support towards turnover intention. Psychological empowerment demonstrates its roles as a mediator for job autonomy although the effect was not significant.;"

"ABSTRAKPada era ekonomi digital terjadi transformasi di bidang industri dengan tingkat persaingan yang semakin ketat. Setiap karyawan dituntut untuk menyesuaikan diri dengan perubahan yang terjadi dan memberikan hasil kerja yang terbaik kepada perusahaan. Oleh karena itu, dunia kerja tidak lepas dari tekanan kerja. Wartawan merupakan salah satu profesi berpotensi menimbulkan stres karena tekanan kerja yang berat serta tingginya tuntutan atasan yang menimbulkan perasaan tidak nyaman. Salah satu bentuk perilaku karyawan jika mereka merasa tidak nyaman dengan pekerjaan atau lingkungan kerja mereka adalah munculnya keinginan untuk keluar (turnover intention) yang dapat berujung keputusan karyawan meninggalkan pekerjaan mereka. Untuk itu, penelitian ini bertujuan untuk melihat pengaruh Workload (WL), News Autonomy (NA), Stress (ST), Social Support (SS), Burnout (JB), dan Job Satisfaction (SA) terhadap intensi turnover Wartawan di Wilayah DKI Jakarta. Terdapat 300 wartawan di Jakarta dari berbagai jenis media (TV, radio, cetak, online) yang menjadi responden dalam penelitian ini. Data yang diperoleh oleh peneliti diolah menggunakan metode analisis Structural Equity Modelling (SEM). Hasil dari penelitian ini adalah (1) Workload memiliki pengaruh terhadap job burnout dan tidak memiliki pengaruh langsung terhadap intensi turnover wartawan (2) News Autonomy tidak memiliki pengaruh yang signifikan terhadap job burnout dan tidak memiliki pengaruh langsung terhadap turnover intention (3) Job stress memiliki pengaruh positif yang signifikan terhadap job burnout wartawan namun tidak memiliki pengaruh yang signifikan terhadap job satisfaction dan turnover intention wartawan (4) Job burnout memiliki pengaruh positif terhadap turnover intention dan job satisfaction wartawan dan job burnout memediasi hubungan diantara job stress dan turnover intention (5) Social support memiliki pengaruh positif terhadap kepuasan kerja namun tidak memiliki pengaruh secara signifikan terhadap intensi turnover; (6) dan Job satisfaction tidak memiliki pengaruh terhadap turnover intention wartawan di Jakarta. Temuan ini dapat menjadi panduan bagi perusahaan media khususnya di Jakarta yang ingin memperbaiki strateginya dalam mengurangi burnout yang dialami wartawan untuk meningkatkan kepuasan kerja dan menjaga tingkat turnover wartawan tetap rendah.Penelitian ini juga diharapkan dapat memperkaya hasil-hasil penelitian dari burnout, kepuasan kerja dan turnover intention. Untuk penelitian selanjutnya, peneliti menyarankan untuk menggunakan observasi dan wawancara mendalam kepada para wartawan guna mengetahui pandangan dan opini mereka terkait profesi wartawan, risiko dari pekerjaan, dan solusi yang mereka berikan khususnya dalam hal yang berhubungan dan memengaruhiturnover intention.

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ABSTRACTIn the era of the digital economy there was a transformation in the industrial sector with increasingly fierce competition. Every employee is required to adjust to the changes that occur and provide the best work results to the company. Therefore, the world of work cannot be separated from work pressure. Journalists are one of the professions with the potential to cause stress because of the heavy work pressure and high demands of superiors that create feelings of discomfort. One form of employee behavior if they feel uncomfortable with their work or work environment is the emergence of a desire to quit (turnover intention) that can lead to the decision of employees to leave their jobs. For this reason, this study aims to look at the effect of Workload (WL), News Autonomy (NA), Stress (ST), Social Support (SS), Burnout (JB), and Job Satisfaction (SA) on journalist turnover intentions in the DKI Jakarta Region . There were 300 journalists in Jakarta from various types of media (TV, radio, print, online) who were respondents in this study. The data obtained by the researcher was processed using the Structural Equity Modeling (SEM) analysis method.The results of this study are (1) Workload has an influence on job burnout and does not have a direct influence on journalist turnover intentions (2) News Autonomy does not have a significant effect on burnout jobs and does not have a direct influence on turnover intention (3) Job stress has significant positive effect on journalist burnout jobs but does not have a significant effect on job satisfaction and turnover intention of journalists (4) Job burnout has a positive influence on turnover intention and job satisfaction for journalists and burnout jobs mediating the relationship between job stress and turnover intention (5) Social support has a positive influence on job satisfaction but does not have a significant effect on turnover intentions; (6) and Job satisfaction has no influence on the turnover of journalists' intention in Jakarta. This finding can be a guide for media companies, especially in Jakarta, who want to improve their strategies in reducing burnout experienced by journalists to increase job satisfaction and keep journalist turnover rates low.This research is also expected to enrich research results from burnout, job satisfaction and turnover intention. For further research, researchers suggest using in-depth observations and interviews with journalists to find out their views and opinions regarding the profession of journalists, the risks of work, and the solutions they provide specifically in matters relating to and influencing turnover intention"

"Penelitian ini bertujuan untuk menjelaskan pengaruh psychological empowerment, job characteristics, dan job insecurity terhadap turnover intention. Penelitian ini menggunakan pendekatan kuantitatif dengan jumlah sampel sebanyak 178 responden karyawan tetap yang bekerja di Rumah Sakit XYZ. Teknik pengumpulan sampel dalam penelitian ini adalah regresi berganda serta menggunakan korelasi Pearson sebagai uji validitas, Alpha Cronbach sebagai uji reliabilitas, dan perangkat lunak IBM SPSS Statistic 25 sebagai alat analisis. Hasil pengujian hipotesis menunjukkan bahwa tidak terdapat pengaruh antara psychological empowerment dan job characteristics terhadap turnover intention secara signifikan. Job insecurity mempengaruhi turnover intention secara positif dan signifikan. Penelitian ini menyarankan pihak Rumah Sakit XYZ untuk mengurangi job insecurity karena dapat mempengaruhi niat karyawan untuk keluar dari pekerjaan di rumah sakit.

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The aim of this study is to explain the effect of psychological empowerment, job characteristics, and job insecurity on turnover intention. This study uses a quantitative approach with a sample of 178 permanent employee respondents at XYZ Hospital. The sampling technique in this study is multiple regression with Pearson as a validity test, Alpha Cronbach as a reliability test, and IBM SPSS Statistics 25 as an analysis tool. The results of hypothesis testing indicate that there is no influence between psychological empowerment and job characteristics on turnover intention significantly. Job insecurity affects turnover intentions positively and significantly. This study suggests XYZ Hospital to reduce job insecurity because it can influence employee's intention to leave the job at hospital."

"Penelitian ini bertujuan untuk mengetahui faktor yang berpengaruh terhadap turnover intention pada pekerja garment di Indonesia. Penelitian ini merupakan penelitian kuantitatif dengan menggunakan data yang didapatkan dari tim peneliti payung yang diambil menggunakan metode survey. Sebanyak 2781 pekerja garment yang tersebar pada lima provinsi di Indonesia menjadi sampel dalam penelitian ini. Pengujian hipotesis dilakukan menggunakan metode structural equation model (SEM). Hasil group discussion digunakan untuk mendukung hasil penelitian yang telah dilakukan. Hasil penelitian menunjukkan bahwa psychological empowerment berpengaruh negatif terhadap turnover intention serta tidak adanya hubungan yang signifikan dari workload terhadap turnover intention. Selain itu, hasil penelitian juga menunjukkan bahwa emotional exhaustion memediasi penuh hubungan workload dengan turnover intention pada pekerja garment.

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This study aims to determine the factors that influence turnover intention on garment workers in Indonesia. This research is a quantitative study using secondary data using survey methods. A total of 2781 garment workers spread across five provinces in Indonesia were used as samples in this study. Hypothesis testing is done using the structural equation model (SEM) method. Data from group discussions were used to provide additional support to the results of the research. The results showed that empowerment negatively related to turnover intention and no significant relationship of workload on turnover intention. In addition, the results of the study also showed that emotional exhaustion fully mediated the linkage between workload and turnover intention in garment workers."

"ABSTRAKTingkat pergantian pegawai yang tinggi pada sebuah perusahaan bisa menyebabkan dampak negatif pada perusahaan tersebut seperti menurunnya tingkat produktivitas. Perusahaan akan mencoba untuk meminimalisir tingkat pergantian pegawai sebaik mungkin. Penelitian ini bertujuan untuk menyelediki dampak dari Psychological Capital terhadap turnover intention pegawai. Melalui metode kuantitatif, penelitian ini menggunakan sampel dari Badan Usaha Milik Negara (BUMN) yang bergerak di bidang telekomunikasi. Untuk memberikan hasil yang representatif, pengambilan sampel menggunakan stratified sampling dan pengolahan data menggunakan SPSS dengan tambahan makro Process V 3.3 oleh Hayes. Hasil dari 257 sampel penelitian ini adalah PsyCap berpengaruh positif dan signifikan terhadap ketiga variabel mediasi yaitu Job satisfaction, Work engagementdan psychological well-being. Selain itu, Terdapat efek mediasi dari PsyCap terhadap turnover intention melalui Job satisfaction, Work engagementdan psychological well-being.

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ABSTRACTA high level of employee turnover in the company might cause negativity in this company such as decreasing productivity and might take a toll on financial budget. Companies will strive to minimize the level of voluntary employee turnover where possible. PsyCap was explored in many researches related to turnover intention and was positively proven. This study aims to investigate the effects of Psychological Capital (PsyCap on employee turnover intention through three mediating variables. Quantitative methods were used, and this study extracted 257 samples from State-Owned Enterprises (BUMN) engaged in telecommunications in Indonesia. In order to better represent the company as a whole, stratified sampling was used. SPSS software was used to process the data with Process V 3.0 macro as an addition. The results of this study revealed positive & significant relationship of PsyCap towards mediating variables and significant & negative relationship between mediating variables and turnover intention. In addition, there is evidence of mediating effects of PsyCap towards turnover intention through Job satisfaction, Work engagementand psychological well-being."

"Pergantian pekerja yang disebabkan oleh voluntary turnover dapat terjadi sangat cepat di dalam sebuah organisasi. Voluntary turnover yang sangat cepat dikaitkan dengan kualitas individu sebagai pekerja dalam menghadapi tantangan kerja di industri. Psychological capital dan social capital perlu dimiliki oleh individu sebagai pekerja. Penelitian ini bertujuan untuk menganalisis pengaruh psychological capital dan social capital karyawan terhadap job satisfaction, organizational commitment, dan turnover intention. Sebanyak 415 kuesioner online dikumpulkan dan dianalisis menggunakan analisis jalur Structural Equation Modeling (SEM). Hasil penelitian menunjukkan bahwa psychological capital memiliki efek positif pada job satisfaction. Psychological capital memiliki efek tidak langsung terhadap turnover intention melalui job satisfaction dan organizational commitment. Sedangkan, social capital dapat mempengaruhi job satisfaction, organizational commitment, dan turnover intention secara langsung. Selain itu, social capital juga dapat mempengaruhi turnover intention melalui mediasi job satisfaction dan organizational commitment.

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The change of workers caused by voluntary turnover can occur very quickly within an organization. Voluntary turnover was very quickly associated with the quality of individuals as workers in facing work challenges in the industry. Psychological capital and social capital need to be owned by individuals as workers. This study aims to analyze the effect of psychological capital and social capital of employees on job satisfaction, organizational commitment, and turnover intention. A total of 415 online questionnaires were collected and data analyzed using Structural Equation Modeling (SEM) path analysis. The results showed that psychological capital has a positive effect on job satisfaction. Psychological capital also has an indirect effect on turnover intention through job satisfaction and organizational commitment. Meanwhile, social capital can affect job satisfaction, organizational commitment, and turnover intention directly. Social capital also can affect turnover intention through job satisfaction and organizational commitment as mediators.

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"Penelitian ini bertujuan untuk mengetahui pengaruh otonomi kerja dan motivasi intrinsik terhadap turnover intention yang dimediasi oleh komitmen afektif. Responden dalam penelitian ini adalah 160 karyawan di wilayah Jabodetabek. Metode yang digunakan dalam penelitian ini adalah Structural Equation Model SEM . Hasil penelitian ini menunjukkan bahwa komitmen afektif telah terbukti memediasi hubungan pengaruh antara motivasi intrinsik dengan turnover intention secara penuh full-mediation . Sedangkan otonomi kerja dapat mempengaruhi langsung terhadap turnover intention tanpa melalui peran mediasi komitmen afektif.

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This research aims to examine the effect of job autonomy and intrinsic motivation to turnover intention through affective commitment as mediating variable. The respondents of this study are 160 full time of employees in Jabodetabek region. This study uses Structural Equation Model SEM to analysis the data. The result if this research shows that affective commitment can mediate impact of intrinsic motivation to turnover intention as full mediation while job autonomy has direct connection to turnover intention without is not mediated by affective commitment."

"Teleworker dalam menyelesaikan pekerjaannya mengalami beberapa tantangan dengan karakteristik dan kondisi kerja yang kompleks. Terlebih di masa pandemi diprediksi dapat mempengaruhi kenaikan maupun penurunan kinerja karyawan secara signifikan. Penelitian ini bertujuan untuk mengeksplorasi hubungan job autonomy dan workplace social isolation terhadap job performance melalui work engagement. Analisis data dilakukan dengan Structural Equation Modelling (SEM). Data yang layak digunakan sejumlah 503 responden. Penelitian ini berfokus pada pengaruh faktor-faktor kondisi kerja yakni job autonomy dan workplace social isolation terhadap job performance melalui work engagement. Hasil analisis model penelitian ini memperlihatkan adanya peran mediasi sebagian pada variabel job autonomy dan juga pada variabel workplace social isolation. Dimana keleluasaan sistem kerja dapat meningkatkan keterkaitan karyawan saat bekerja maupun hasil dari proses selama bekerja. Sedangkan minimnya interaksi karyawan bisa mempengaruhi turunnya keterkaitan karyawan saat bekerja maupun hasil dari proses selama bekerja. Penelitian ini menyoroti pentingnya pengelolaan dari organisasi mengenai kondisi karyawan khususnya karyawan yang bekerja dari rumah.

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Teleworkers to complete their work experience have several challenges with complex job characteristics and working conditions. Especially in a pandemic situation, that is predicted to be affecting increase or decrease employee performance significantly. This research aims to explore the relationship of job autonomy and workplace social isolation to job performance through work engagement. Data analyzed using structural equation modeling (SEM), research generated several results from 503 respondents collected. This study focused on the relationship between working condition factors, namely job autonomy and workplace social isolation on job performance through work engagement. The results of the analysis showed work engagement has a partial mediation in job autonomy and also in workplace social isolation. Furthermore, job autonomy increased work engagement and job autonomy, whereas workplace social isolation can reduce work engagement and job performance. This research highlights the importance of managing the organization regarding employee conditions especially teleworkers."

"Penelitian ini bertujuan untuk menganalisis peran mediasi job burnout dalam pengaruh antara emotional labor dan supervisor support terhadap turnover intention yang terjadi pada guru sekolah swasta. Emotional labor terdiri dari tiga dimensi, yaitu surface acting, deep acting dan emotional consonance begitu juga job burnout terdiri dari 3 dimensi, yaitu emotional exhaustion, depersonalization dan personal accomplishment. Responden dalam penelitian ini berjumlah 296 guru swasta. Pengolahan data dilakukan menggunakan metode Structural Equation Modeling (SEM). Hasil penelitian ini menunjukkan bahwa emotional labor berpengaruh positif terhada job burnout sementara supervisor support berpengaruh negatif terhadap job burnout. Emotional labor tidak signifikan berpengaruh terhadap turnover intention sementara supervisor support berpengaruh negatif terhadap turnover intention dan job burnout berpengaruh terhadap turnover intention. Job Burnout juga terbukti memediasi pengaruh antara emotional labor dan supervisor support terhadap turnover intention. Dukungan atasan perlu ditingkatkan agar dapat mengurangi terjadinya job burnout dan turnover intention.

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This study aims to analyze the role of mediating job burnout in the influence of emotional labor and supervisor support on turnover intention that occurs in private school teachers. Emotional labor consists of three dimensions, they are surface acting, deep acting and emotional consonance as well as burnout jobs consists of three dimensions, they are emotional exhaustion, depersonalization and personal accomplishment. Respondents in this study were 296 private teachers. Data is processed by structural equation modeling (SEM).

Research finds that emotional labor has a positive effect on job burnout while supervisor support has a negative effect on job burnout. Emotional labor has no significant effect on turnover intention while supervisor support has a negative effect on turnover intention and job burnout has an effect on turnover intention. Job burnout also has a role by positively mediating emotional labor and supervisor support to turnover intention. Supervisor support needs to be improved in order to reduce the occurrence of job burnout and turnover intention."

"Perkembangan tekonolgi yang begitu pesat memberikan tantangan baru bagi sektor bisnis khususnya pada perusahaan startup. Kondisi ini memicu perusahaan untuk meningkatkan kapabilitas inovasi melalui pembentukan Innovative Work Behavior. Beberapa penelitian terdahulu meyakini bahwa Innovative Work Behavior dapat terwujud melalui Leadership Style, antara lain Transformational Leadership dan Transactional Leadership. Walaupun Leadership telah diakui mempunyai dampak positif terhadap Innovative Work Behavior, namun hubungan kedua variabel ini harus dianalisis lebih dalam melalui peran mediasi dari Voice Behavior dan Job Autonomy. Oleh karena itu, tujuan dari penelitian ini adalah untuk menganalisis pengaruh dari Leadership Styles terhadap Innovative Work Behavior dengan Voice Behavior dan Job Autonomy sebagai mediasi pada perusahaan startup di Indonesia. Penelitian ini menggunakan pendekatan kuantitatif dengan sumber data primer dan metode pengumpulan data berupa survei kuesioner yang disebarkan kepada karyawan perusahaan startup di Indonesia sebanyak 155 responden. Selanjutnya, teknik penarikan sampel yang digunakan dalam penelitian ini ialah non-probability sampling dengan jenis purposive sampling. Penelitian ini melakukan teknik analisis data menggunakan regresi linear sederhana dan regresi bertingkat. Hasil penelitian ini menunjukkan bahwa terdapat pengaruh Leadership (Transformational dan Transactional) terhadap Innovative Work Behavior, dengan pengaruh yang lebih besar diberikan oleh Transactional Leadership. Kemudian, kedua variabel mediasi, baik itu Voice Behavior dan Job Autonomy tidak dapat memberikan efek mediasi pengaruh Leaderhip (Transformational dan Transactional) terhadap Innovative Work Behavior.

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The rapid development of technology provides new challenges for the business sector, especially for startup companies. This condition triggers companies to increase innovation capabilities through the formation of Innovative Work Behavior. Several previous studies believe that Innovative Work Behavior can be realized through Leadership Style, including Transformational Leadership and Transactional Leadership. Although Leadership has been recognized as having a positive impact on Innovative Work Behavior, the relationship between these two variables must be analyzed more deeply through the mediating role of Voice Behavior and Job Autonomy. Therefore, the purpose of this research is to analyze the influence of Leadership Styles on Innovative Work Behavior with Voice Behavior and Job Autonomy as mediation in startup companies in Indonesia. This study uses a quantitative approach with primary data sources and data collection methods in the form of a questionnaire survey distributed to employees of startup companies in Indonesia as many as 155 respondents. Furthermore, the sampling technique used in this study is non-probability sampling with purposive sampling. This study uses data analysis techniques using simple linear regression and multilevel regression. The results of this study indicate that there is an influence of Leadership (Transformational and Transactional) on Innovative Work Behavior, with a greater influence given by Transactional Leadership. Then, the two mediating variables, both Voice Behavior and Job Autonomy, cannot mediate the effect of Leadership (Transformational and Transactional) on Innovative Work Behavior."