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"Meningkatnya tingkat turnover yang terjadi disebabkan oleh beberapa faktor, dua diantaranya adalah kepuasan kerja dan keterikatan kerja. Faktor yang menyebabkan kepuasan kerja dan keterikatan kerja adalah manajemen karier dalam organisasi. Selain itu, dukungan dari atasan juga memengaruhi kepuasan kerja dan turnover intention. Perusahaan harus memberikan manajemen karier yang baik bagi karyawan untuk meningkatkan kepuasan kerja dan keterikatan kerja karyawan sehingga dapat mengurangi turnover intention. Perusahaan juga mendorong atasan untuk memperkuat rasa kepuasan kerja karyawan dan memperlemah keinginan karyawan untuk pindah dari perusahaan. Penelitian ini bertujuan untuk mengetahui pengaruh dari manajemen karier dalam organisasi terhadap turnover intention dengan mediasi kepuasan kerja dan keterikatan kerja serta moderasi leadership career support. Penelitian ini menggunakan metode Structural Equation Modeling (SEM). Data penelitian diperoleh dari 161 pegawai tetap bank di Jabodetabek yang telah bekerja minimal satu tahun melalui kuesioner. Hasil penelitian menunjukkan bahwa manajemen karier dalam organisasi tidak memiliki pengaruh langsung dengan turnover intention tetapi kepuasan kerja dan keterikatan kerja terbukti memediasi penuh pengaruh antara manajemen karier dalam organisasi dan turnover intention. Di sisi lain, leadership career support tidak terbukti memoderasi pengaruh manajemen karier dalam organisasi dan kepuasan kerja serta turnover intention. Penelitian ini menekankan kepuasan kerja lebih efektif dalam menurunkan turnover intention.

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The increasing rate of turnover that occurs is caused by several factors, two of which are job satisfaction and work engagement. Factor that causes job satisfaction and work engagement is organizational career management. Furthermore, support from leaders also affects job satisfaction and turnover intention. A company must provide good career management for employees to increase job satisfaction and work engagement so as to reduce turnover intention. The company also encourages leaders to strengthen the employee's job satisfaction and weaken the employee's desire to leave the company. This study aims to determine the effect of organizational career management on turnover intention by mediating job satisfaction and work engagement and moderating leadership career support. This study uses the method of Structural Equation Modeling (SEM). Research data were obtained from 161 permanent bank employees in Jabodetabek who had worked for at least one year through a questionnaire. The results showed that organizational career management has no direct effect on turnover intention but job satisfaction and work engagement were proven to fully mediate the relationship between organizational career management and turnover intention. On the other hand, leadership career support is not proven to moderate the relationship between organizational career management and job satisfaction also turnover intention. This study emphasizes that job satisfaction is more effective to reduce turnover intention."

"Penelitian ini bertujuan untuk menguji hubungan pengaruh antara Organizational career management dan Person-Organization Fit yang dimediasi oleh Job satisfaction dan dimoderasi oleh Leadership Career Support terhadap turnover intention karyawan tetap milenial Lembaga Keuangan. Pengumpulan data dilakukan dengan metode survei secara online dan didapatkan responden sebanyak 209 karyawan milenial yang bekerja di berbagai sektor Lembaga keuangan. Pengolahan data pada penelitian ini menggunakan Structural Equation Modelling (SEM) dengan perangkat lunak LISREL versi 8.5. Hasil penelitian menunjukkan bahwa Person-Organization Fit memiliki pengaruh signifikan yang positif terhadap turnover intention karyawan milenial. Organizational career management, Person-Organization Fit, dan Leadership Career Support juga secara signifikan memiliki pengaruh positif terhadap job satisfaction. Selain itu, terbukti juga bahwa job satisfaction memediasi hubungan antara Person-Organization Fit terhadap turnover intention.

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This study aims to examine the relationship between Organizational career management and Person-Organization Fit mediated by Job satisfaction and moderated by Leadership Career Support on turnover intention among millennial employees of financial institutions. Data of this research was collected by using online survey method and received 209 respondents of millennial employee who work in various sectors of financial institutions. Data was analyzed using Structural Equation Modeling (SEM) method with LISREL version 8.5. The results of the study indicate that Person-Organization Fit has a positive significant effect on the turnover intention of millennial employees. Organizational career management, Person-Organization Fit, and Leadership Career Support also have a significant positive effect on job satisfaction. In addition, it is also proven that job satisfaction mediates the relationship between Person-Organization Fit on turnover intention."