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All Journal Jurnal Mirai Management Jurnal Istiqro' International Journal of Global Accounting, Management, Education, and Entrepreneurship (IJGAME2) Movere Journal Wiga : Jurnal Penelitian Ilmu Ekonomi Jurnal Ilmu Manajemen Advantage Digital Business Tren Bisnis Masa Depan EMAS
Novy Fitria, Novy
Progam Pascasarjana Fakultas Ekonomi, Universitas Jember
Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Social Sciences Other

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Pengaruh dukungan organisasi dan kompensasi terhadap retensi karyawan generasi Z Fitria, Novy; Rizki, Via Lailatur; Muttaqien, Fauzan
Digital Business: Tren Bisnis Masa Depan Vol. 15 No. 3 (2024): September: Bussines, IT, Finance
Publisher : Central Research Institute for Agriculture (CeRIA)

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

Penelitian ini bertujuan untuk menganalisis pengaruh dukungan organisasi dan kompensasi terhadap retensi karyawan Generasi Z. Generasi ini lahir antara tahun 1997-2012, yang sangat perlu diperhatikan terkait dengan kebiasaan pada saat bekerja, dan memelukan dukungan lebih dari organisasi. Penelitian ini menggunakan metode kuantitatif melalui penyebaran kuesioner kepada 98 karyawan pada Generasi Z di beberapa perusahaan di kota Lumajang. Metode analisis menggunakan regresi linier berganda dengan hasil analisis menunjukkan bahwa dukungan organisasi berpengaruh signifikan retensi karyawan Generasi Z. Kompensasi tidak berpengaruh signifikan terhadap retensi karyawan generasi Z.
The Relationship between FOMO and Work Motivation with Employee Performance in Gen Z Fitria, Novy
Jurnal Ilmu Manajemen Advantage Vol. 7 No. 2 (2023): Desember 2023
Publisher : Institut Teknologi dan Bisnis Widya Gama Lumajang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30741/adv.v7i2.1208

Abstract

The purpose of this research is to see the relationship between FOMO and motivation and employee performance in Gen Z. This research uses quantitative methods by collecting data using questionnaires in Gen Z with purposive sampling techniques. The research data obtained was analyzed using multiple regression analysis. Based on the results of the F test, F= 5.156 with p= 0.007 (p<0.05) means there is a significant relationship between FOMO and motivation and performance. These findings indicate that the hypothesis which states that there is a relationship between FOMO and motivation and employee performance in Gen Z is accepted/proven. The results of the partial analysis show that between FOMO and performance, t= -0.211 with Sig. 0.008 (p<0.05) means that there is a significant negative relationship between FOMO and proven performance, meaning that the higher the FOMO in Gen Z, the more their performance will decrease and so does on the contrary. The relationship between motivation and performance was obtained t= 0.175 with Sig.0.018 (0<0.05) meaning there is a significant positive relationship between motivation and performance, the higher the motivation, the higher the performance of Gen Z employees and conversely the lower the motivation of Gen Z, the higher the performance decrease.
Pengaruh Kebijakan Kompensasi dan Pengembangan Karir Terhadap Retensi Karyawan Generasi Z Rizki, Via Lailatur; Fitria, Novy; Muttaqien, Fauzan
Movere Journal Vol. 6 No. 2 (2024)
Publisher : Sekolah Tinggi Ilmu Ekonomi (STIE) Tri Dharma Nusantara Makassar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53654/mv.v6i2.505

Abstract

This study aims to analyze the influence of compensation policies and career development on the retention of Generation Z employees. Generation Z, born between 1995 and 2010, has unique characteristics in terms of work preferences and motivation. This research employs a quantitative method by distributing questionnaires to 257 Generation Z employees in various companies in Indonesia. The obtained data were analyzed using multiple linear regression. The analysis results show that compensation policies (β = 0.35, p < 0.01) and career development (β = 0.42, p < 0.01) significantly influence Generation Z employee retention. Fair and competitive compensation policies and clear, structured career development programs have been proven to increase employees' desire to stay with the company. The Adjusted R-squared value of 0.58 indicates that this model explains 58% of the variation in employee retention. This study provides practical implications for company management in designing compensation policy and career development strategies to enhance employee retention, especially among Generation Z.
Correlative Relationship of Compensation, Job Stress and Style of Leadership Towards Turnover Intention Muttaqien, Fauzan; Rizki, Via Lailatur; Fitria, Novy
Jurnal Mirai Management Vol 9, No 1 (2024)
Publisher : STIE AMKOP

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37531/mirai.v9i1.7070

Abstract

The challenges of the financial industry in the era of society 5.0 are getting tougher. Especially for rural banks cooperatives serving the micro and small sectors. And the increasing number of Financial Services Authority Regulations (POJK) in order to adjust the climate of the financial institution industry to be conducive. The location of this research is at Eka Usaha rural banks cooperative which is one of the micro and small sector Financial Institutions that exist in Jember Regency. The purpose of this study is to analyze the correlation and influence of compensation variables, work stress and leadership style on employee turnover intention. This study is a quantitative study using a questionnaire on 50 employee respondents to obtain primary data. This study uses multiple linear regression analysis techniques. The results of the T test (partial) in the study showed that compensation had a significant effect on turnover intention, job stress did not have a significant effect on turnover intention and leadership style had a significant effect on turnover intention. The results of the determination coefficient (R2) of 0.478 or 47.8% mean that turnover intention is influenced by compensation variables, job stress and leadership style.
THE INFLUENCE OF CAREER DEVELOPMENT AND ORGANIZATIONAL CULTURE ON GEN Z EMPLOYEE RETENTION Fitria, Novy; Muttaqien, Fauzan; Rizki, Via Lailatur
International Journal of Global Accounting, Management, Education, and Entrepreneurship Vol. 5 No. 1 (2024): International Journal of Global Accounting, Management, Education, and Entrepre
Publisher : Sekolah tinggi ilmu ekonomi pemuda

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.48024/ijgame2.v5i1.184

Abstract

This study aims to analyze the influence of career development and organizational culture on the retention of Generation Z employees. This study was conducted using a quantitative method using a sample of 76 Gen Z employees who have worked for at least 1 year. The results of the study indicate that career development and organizational culture significantly affect the retention of Gen Z employees, both partially and simultaneously. Structured career development and an inclusive organizational culture have been shown to increase employee retention. This study provides an important contribution to human resource management in facing the challenges of retaining young employees in the digital era.
Determinant Employee Performance Through Individual Characteristics, Quality of Work Life, and Work Facilities Rizki, Via Lailatur; Muttaqien, Fauzan; Fitria, Novy; Irwanto , Jesi
Jurnal Ilmu Manajemen Advantage Vol. 8 No. 2 (2024): Desember 2024
Publisher : Institut Teknologi dan Bisnis Widya Gama Lumajang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30741/adv.v8i2.1400

Abstract

Optimal performance is often influenced complexity factors, including individual characteristics, quality of work life and work facilities which are one of the company's operational references in improving performance. Employee performance is the main focus of every company in order to achieve related goals. The case study in this research is at PT. Serbuk Jaya Abadi found in Lumajang. The purpose of study is to examine the effect of   individual   characteristics, quality   life   work   and    facilities   work   effect on     performance    employees. Population of this study 150 employess.   This   research   used the Slovin  method sampling  and distributing   questionnaires   to   60   samples   namely     employees   PT.    Serbuk Jaya Abadi     obtained   from   sampling   method. The   analysis   method in   this   research   uses   analysis   multiple   linear   regression   with   results, individual   characteristics   do not   has a   significant  effect on  performance,  quality  of work life has a  significant effect on  performance,  work facilities  has a  significant effect on performance.
Digital Economy: Technology Acceptance Model Supports Indonesia's Sustainable Economy (Continuance Intention in Generation Z based on Customer Experience using Shopee) Putri, Nur Latifa Isnaini; Fitria, Novy; Istichomah, Istichomah
Wiga : Jurnal Penelitian Ilmu Ekonomi Vol. 15 No. 1 (2025): March 2025
Publisher : Institut Teknologi dan Bisnis Widya Gama Lumajang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30741/wiga.v15i1.1439

Abstract

Data security and privacy are crucial points that must always be reviewed to ensure better data protection in the era of digitalization. How Generation Z can measure readiness and risks is a way to prepare individuals for engaging in online shopping/e-commerce activities. A marketing strategy called postmodern marketing is one of the company's efforts to gauge how Generation Z perceives their experience from using an e-commerce application. The objective of this study is to examine Generation Z's interaction with e-commerce applications in their everyday routines, emphasizing their perceived usefulness, ease of use, and risk. The research employs SEM-PLS to analyze data from questionnaires. The study collected responses from 346 respondents using purposive sampling technique. The results show that the perceived risk can be overlooked when customers feel that the perceived benefits are greater than the anticipated risks. TAM also has a stronger in-fluence when mediated by customer experience.
PENGARUH KOMPETENSI, PROGRAM DIKLAT, DAN MOTIVASI KERJA TERHADAP PENINGKATAN KINERJA KARYAWAN PT. BPR NUR SEMESTA INDAH KABUPATEN JEMBER Muttaqien, Fauzan; Fitria, Novy; Rizki, Via Lailatur; Abrori, Imam
Jurnal Istiqro Vol. 11 No. 2 (2025): Juli 2025
Publisher : Universitas KH. MUkhtar Syafaat (UIMSYA) Blokagung Banyuwangi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30739/istiqro.v11i2.4119

Abstract

This study aims to analyze the influence of competence, training programs, and work motivation on employee performance at PT. BPR Nur Semesta Indah, Jember Regency. This type of research is quantitative. The number of research samples is 50 respondents, namely, employees of PT. BPR Nur Semesta Indah, Jember Regency. Primary data collection through filling out questionnaires. The data analysis method is carried out using multiple linear regression analysis. Instrument testing uses normality test, multicollinearity test, and heteroscedasticity test, model feasibility test uses F-test, multiple determination coefficient, and hypothesis test uses t-test. The results of the study indicate that the Competence variable has a positive and significant effect on employee performance at PT. BPR Nur Semesta Indah, Jember Regency, the training program variable does not affect employee performance at PT. BPR Nur Semesta Indah, Jember Regency. Work motivation has a significant effect on employee performance at PT. BPR Nur Semesta Indah, Jember Regency.
DAMPAK STRATEGI REKRUTMEN DAN SISTEM ONBOARDING TERHADAP RETENSI KARYAWAN PADA STARTUP MARKETPLACE Fitria, Novy; Muttaqien, Fauzan; Masyhuri, Masyhuri
EMAS Vol. 6 No. 9 (2025): EMAS
Publisher : Program Studi Manajemen Fakultas Ekonomi dan Bisnis Universitas Mahasaraswati Denpasar.

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36733/emas.v6i9.12369

Abstract

Penelitian ini bertujuan memberikan pemahaman mendalam mengenai hubungan antara strategi perekrutan (hiring strategy) dan sistem orientasi karyawan (onboarding system) terhadap tingkat retensi tenaga kerja di industri startup marketplace. Kajian dilakukan dengan metode Systematic Literature Review (SLR) melalui analisis terhadap 26 publikasi ilmiah periode 2018–2024 yang diperoleh dari basis data Scopus, Web of Science, dan SINTA. Analisis berfokus pada integrasi teori dan temuan empiris yang menggambarkan keterkaitan praktik rekrutmen dan onboarding dengan pencapaian retensi karyawan. Hasil kajian mengungkap bahwa rekrutmen berbasis kesesuaian nilai (value-based hiring), pemanfaatan teknologi seperti Artificial Intelligence (AI) dan Applicant Tracking Systems (ATS), serta penerapan Realistic Job Preview (RJP) secara konsisten terkait positif dengan intention to stay dan persepsi kecocokan (perceived fit). Sementara itu, model onboarding yang adaptif dan memadukan guided socialization dengan task-based mentoring terbukti memperkuat keterikatan emosional serta rasa memiliki terhadap organisasi, sehingga mendukung retensi jangka panjang. Temuan ini menegaskan perlunya penerapan evidence-based Human Resource Management (HRM) di lingkungan startup, dengan mendorong sinergi antara proses rekrutmen dan onboarding sebagai strategi pengelolaan SDM. Kajian ini juga menghasilkan kerangka konseptual berbasis literatur terbaru yang dapat dijadikan landasan penelitian kuantitatif lanjutan.
Co-Authors Abrori, Imam Achmad Noerkhaerin Putra Fauzan Muttaqien Irwanto , Jesi Istichomah Istichomah, Istichomah Masyhuri Masyhuri Putri, Nur Latifa Isnaini Via Lailatur rizki