Article Per Year (5 Year)
p-Index From 2021 - 2026
0.23
P-Index
This Author published in this journals
All Journal Jurnal Ekonomi, Manajemen dan Perbankan (Journal of Economics, Management and Banking)
Nazhipah Ida
Indonesia Banking School

Published : 1 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 1 Documents
Search

 1 
Peningkatan Turnover Intention Berdasarkan Kepemimpinan, Kepuasan Kerja, Kompensasi dengan Keterikatan Kerja sebagai Variabel Intervening (Studi Kasus pada Generasi Muda di PT XXX) Paulina Harun; Nazhipah Ida
Jurnal Ekonomi, Manajemen dan Perbankan (Journal of Economics, Management and Banking) Vol. 11 No. 3 (2025): Jurnal Ekonomi, Manajemen dan Perbankan (Journal of Economics, Management and
Publisher : STIE Indonesia Banking School

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35384/jemp.v11i3.852

Abstract

This study aims to analyze the influence of leadership, job satisfaction, and compensation on work engagement and turnover intention in the younger generation at PT. XXX. In an era of dynamic workforce, understanding the factors that influence engagement, and turnover intention is important for organizations in retaining potential employees. This study uses a quantitative approach with the Partial Least Square - Structural Equation Modeling (PLS-SEM) analysis method through the SmartPLS 3.0 application. Respondents in this study consisted of 175 young employees aged 21–30 years who work at PT Bank Syariah Indonesia. This study found that leadership, job satisfaction, and compensation have a positive effect on work engagement. Work engagement has also been shown to have a negative effect on turnover intention. However, leadership does not have a significant effect on turnover intention, either directly or indirectly. Interestingly, job satisfaction and compensation actually show a positive effect on turnover intention. In addition, work engagement does not mediate the relationship between leadership, job satisfaction, and compensation on turnover intention. This finding emphasizes the importance of adaptive and personal retention strategies in dealing with the dynamics of young generation motivation. The most compelling implication of this study is that high levels of job satisfaction and compensation do not necessarily guarantee a low desire to leave among young employees. This highlights the importance for companies to go beyond fulfilling financial and comfort-related needs, by also providing meaningful challenges, opportunities for personal development, and space for self-actualization that align with the characteristics and expectations of the younger generation.
Co-Authors Paulina Harun