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All Journal Jurnal Manajemen dan Ekonomi Kreatif Jurnal Manajemen Dan Bisnis Ekonomi
Raisa Hilia Aini Syifa
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Decision Sciences, Operations Research & Management Economics, Econometrics & Finance

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Pengaruh Employee Engagement dan Kepuasan Kerja terhadap Turnover intention Tenaga Pendidik di Yayasan Huffadhlul Qur’an Jauharotul’arifin Maulana Ihsan Mausuf; Raisa Hilia Aini Syifa
Jurnal Manajemen dan Ekonomi Kreatif Vol. 4 No. 3 (2026): Juli: Jurnal Manajemen dan Ekonomi Kreatif
Publisher : Universitas Kristen Indonesia Toraja

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59024/jumek.v4i3.706

Abstract

This research is motivated by the phenomenon of a high teacher turnover rate at a non-profit religious education institution, which potentially disrupts curriculum continuity and the quality of students' Quranic memorization. This study aims to analyze the partial effects of employee engagement (X1) and job satisfaction (X2) on the turnover intention (Y) of teaching staff. A quantitative associative approach with a survey method was employed. The population consisted of all 52 teachers at the Huffadhul Qur’an Jauharotul’Arifin Foundation. The sampling technique used was saturated sampling (census), whereby the entire population was designated as respondents. Data collection instruments utilized structured questionnaires with a 1-5 Likert Scale distributed directly. Data analysis techniques included classical assumption tests, multiple linear regression analysis, coefficient of determination (R2), and partial hypothesis testing via t-test using SPSS software. The results indicated that partially, employee engagement has a significant negative effect on turnover intention. Similarly, job satisfaction was proven to have a significant negative impact on turnover intention. The coefficient of determination value demonstrates that both independent variables contribute substantially to explaining the variance in teachers' intention to quit. The practical implications of this research emphasize the importance of foundation management in maintaining organizational stability by strengthening emotional alignment (Quranic vision) and fostering a conducive, harmonious working environment while providing fair appreciation toward the teaching profession.
Pengaruh Adaptabilitas Karier dan Motivasi Intrinsik terhadap Kesiapan Kerja Generasi Z di Kabupaten Tasikmalaya Eka Nurazizah; Raisa Hilia Aini Syifa
JURNAL MANAJEMEN DAN BISNIS EKONOMI Vol. 4 No. 3 (2026): Juli: JURNAL MANAJEMEN DAN BISNIS EKONOMI
Publisher : Institut Teknologi dan Bisnis (ITB) Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54066/jmbe-itb.v4i3.4083

Abstract

This study examines the influence of career adaptability and intrinsic motivation on the work readiness of Generation Z in Tasikmalaya Regency. The research is motivated by high unemployment rates and the rising phenomenon of youth in the NEET category, indicating low post-pandemic workplace preparedness. Employing a quantitative survey method, data were gathered from 100 Gen Z respondents (aged 16–31) using Likert-scale questionnaires through purposive sampling, and subsequently analyzed via multiple linear regression using SPSS 31.The partial test results indicate that career adaptability has a positive and significant effect on work readiness (t = 3.984; p = 0.000), as does intrinsic motivation (t = 4.751; p = 0.000$). Simultaneously, both variables significantly impact work readiness (F = 122.363; p = 0.000). The coefficient of determination demonstrates that these two factors contribute 71.6% to work readiness, while the remaining 28.4% stems from external variables. This research concludes that strengthening internal motivation and adaptive capacity is crucial for Gen Z's competitiveness, thereby requiring intensive attention from the local government, academic sector, and all relevant institutions located in the region.
Co-Authors Eka Nurazizah Maulana Ihsan Mausuf