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All Journal Jurnal Riset Manajemen Jurnal Publikasi Sistem Informasi dan Manajemen Bisnis
Alean Kistiani H. S.
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Computer Science & IT Decision Sciences, Operations Research & Management

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Pengaruh Employer Branding, Lingkungan Kerja, dan Kompensasi terhadap Retensi Karyawan pada Pt Timbul Mandiri Jaya Boyolali Kurniawan Wahyu Saputra; Unna Ria Safitri; Alean Kistiani H. S.
JURNAL RISET MANAJEMEN (JURMA) Vol 4 No 3 (2026): September: JURNAL RISET MANAJEMEN (JURMA)
Publisher : Institut Teknologi dan Bisnis (ITB) Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54066/jurma.v4i3.4670

Abstract

This study aims to analyze and prove the influence of employer branding, work environment, and compensation on employee retention at PT Timbul Mandiri Jaya Boyolali. The research applies a quantitative approach with a causal-explanatory design. The population comprises all 60 active employees of the company, and the entire population was used as the sample through a saturated sampling technique. Primary data were collected through a structured questionnaire measured on a five-point Likert scale, while secondary data were obtained from journals, books, and prior research relevant to human resource management. The data analysis techniques applied include instrument validity and reliability tests, classical assumption tests, multiple linear regression analysis, and hypothesis testing through the t-test, F-test, and the coefficient of determination. The results show that, partially, employer branding and work environment have no significant effect on employee retention, whereas compensation has a positive and significant effect on employee retention. Simultaneously, employer branding, work environment, and compensation together have a significant effect on employee retention, with an adjusted R square of 36.5 percent. These findings imply that compensation is the dominant factor driving retention at PT Timbul Mandiri Jaya, while employer branding and a conducive work environment remain necessary complementary conditions rather than standalone determinants. Management is advised to maintain a fair and competitive compensation system while continuing to strengthen the company's image and workplace conditions to support long-term employee retention.
Pengaruh Lingkungan Kerja, Kompensasi dan Job Satisfaction terhadap Produktivitas Karyawan di CV Novia Collection Boyolali Mursariningsih Mursariningsih; Alean Kistiani H. S.; Hari Purwanto
Jurnal Publikasi Sistem Informasi dan Manajemen Bisnis Vol. 5 No. 3 (2026): September : Jurnal Publikasi Sistem Informasi dan Manajemen Bisnis
Publisher : Pusat Riset dan Inovasi Nasional

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55606/jupsim.v5i3.7839

Abstract

This study aims to analyze the effect of the work environment, compensation, and job satisfaction on employee productivity at CV Novia Collection Boyolali, both partially and simultaneously. This research employed a quantitative approach using an associative research method. The population consisted of 100 production employees, and a saturated sampling technique was applied, in which all members of the population were selected as research respondents. Data were collected through questionnaires using a Likert scale. The data were analyzed using validity and reliability tests, classical assumption tests, multiple linear regression analysis, t-test, F-test, and the coefficient of determination with the assistance of SPSS version 25. The results indicate that the work environment has no significant effect on employee productivity (Sig. = 0.134 > 0.05). In contrast, compensation has a positive and significant effect on employee productivity (Sig. = 0.017 < 0.05), and job satisfaction also has a positive and significant effect on employee productivity (Sig. = 0.003 < 0.05). Simultaneously, the work environment, compensation, and job satisfaction have a significant effect on employee productivity (Sig. = 0.000 < 0.05). The Adjusted R Square value of 0.435 indicates that the three independent variables explain 43.5% of the variation in employee productivity, while the remaining 56.5% is influenced by other variables not examined in this study.
Co-Authors Hari Purwanto Kurniawan Wahyu Saputra Mursariningsih Mursariningsih Safitri, Unna Ria