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All Journal Studi Ilmu Manajemen dan Organisasi Annals of Human Resource Management Research
Bintoro Ariyanto
Sekolah Tinggi Ilmu Ekonomi Bhakti Pembangunan, Jakarta, Indonesia
Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Social Sciences

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Faktor-Faktor yang Mempengaruhi Turnover Intention Karyawan CV. Dua Putri Mojo Lu'luatuwwafiroh Lu'luatuwwafiroh; Mia Utami; Jailani Jailani; Bintoro Ariyanto
Studi Ilmu Manajemen dan Organisasi Vol 6 No 3 (2025): Oktober
Publisher : Penerbit Goodwood

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/simo.v6i3.4036

Abstract

Purpose: This stufy aims to examine and compare how salary satisfaction, work environment and leadership affect the turnover intentions of employees at CV. Dua Putri Mojo, as well as to identify wich of these variables exerts the most significant influence. Methodology: This research employs a quantitative approach, utilizing surveys to gather primary data via questionnaires. This research employs various method of multiple regression analysis. The researcher created the data collection instrument utilizing the SPSS statistics software. Results: Research demonstrates that satisfaction with salary, work environment and leadership significantly negatively impact the turnover intention od CV. Dua Putri Mojo. While all three factors are noteworthy, the findings indicate that the work environment exerts the greatest influence in mitigating turnover intention. The t-test table provides comprehensive information about the analytical outcomes. Conclusions: Salary satisfaction, work environment, and leadership have a significant negative effect on employee turnover intention at CV. Dua Putri Mojo. These factors are essential for retaining employees and reducing company costs. Limitations: This research conducted among the employees of CV. Dua Putri Mojo, wich means applying the findings to other organizations particularly those outside the industry and with varying business sizes should be approached with caution. Other elements that may influence turnover intention, such as career opportunities, organizational commitment, and individual characteristics, were not examined in this study. Contribution: Practical Implications: CV. Dua Putri Mojo can organize transformational leadership training for its managers. Theoretical Implications: this research reinforces the concept of transformational leadership regarding the intention to leave in small organizations.
Shaping Human Resource Resilience through Failure, Support, and Future Orientation Bintoro Ariyanto; Derah Sudjaniah; Rita Yuni Mulyanti; Albiansyah Albiansyah
Annals of Human Resource Management Research Vol. 6 No. 2 (2026): June
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v6i2.3891

Abstract

Purpose: This study examines how failure experiences, environmental support, and future orientation influence individual resilience through meaning-making. It also tests the moderating role of growth mindset in strengthening this relationship. Research Methodology: A quantitative cross-sectional survey was conducted with 385 productive-age individuals outside formal organizations. Data were collected using validated scales and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). Direct, mediation, and moderation effects were tested using bootstrapping procedures. Results: Failure experiences, environmental support, and future orientation positively affect resilience both directly and indirectly through meaning-making. Meaning-making acts as a key mechanism that transforms experiences and support into psychological strength. Growth mindset strengthens the relationship between meaning-making and resilience. Individuals with stronger growth-oriented beliefs demonstrate higher resilience when they construct meaningful interpretations of their experiences. The model shows strong explanatory power in predicting resilience. Conclusions: Resilience is influenced not only by challenges and support but also by the ability to construct meaning from experiences, with growth mindset amplifying this process. Limitations: The cross-sectional design and reliance on self-reported data limit causal interpretation and generalizability across different contexts. Contributions: This study proposes a moderated mediation framework that highlights meaning-making and growth mindset as central mechanisms in resilience development and provides practical insights for resilience-building interventions.
Co-Authors Albiansyah Albiansyah Derah Sudjaniah Jailani Jailani Lu'luatuwwafiroh Lu'luatuwwafiroh Mia Utami Rita Yuni Mulyanti