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All Journal Jurnal Manajemen Bisnis Journal The Winners
Hanifa, Muhammad
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Economics, Econometrics & Finance Social Sciences

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The Mediating Role of Job Satisfaction in the Relationship Between Human Resource Management Practices and Turnover Intention Hanifa, Muhammad; Widagdo, Bambang; Rumijati, Aniek
Jurnal Manajemen Bisnis Vol 15, No 1: March 2024
Publisher : Universitas Muhammadiyah Yogyakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.18196/mb.v15i1.19059

Abstract

Research aims: This study examines the mediating role of job satisfaction among employees of a Power Generation Company in Indonesia and its relationship with compensation, training, career development, and turnover intention.Design/Methodology/Approach: This research utilized a cross-sectional survey involving 263 respondents representing all employees. The Partial Least Square Structural Equation Model (PLS-SEM) approach was employed to analyze the data, and SmartPLS was used to process multiple independent variables and test quantitative data.Research findings: The research findings indicate that compensation and career development do not have a significant direct effect on turnover intention. However, training and job satisfaction have a significant direct impact on turnover intention. The indirect relationship reveals that career development, through the mediating variable of job satisfaction, has no significant relationship with turnover intention. However, compensation and training, through the mediating variable of job satisfaction, have a significant relationship with turnover intention.Theoretical Contribution/Originality: The current study aims to expand on the existing literature by examining job satisfaction as a mediating variable between HRM practices (compensation, training, and career development) and employees' intention to leave (turnover intention).Practitioners/Policy Implications: Companies must provide satisfactory employee job satisfaction, as job satisfaction is a key mediating factor in the relationship between compensation and training that can influence turnover intention.Research Limitations/Implications: The practical implications of this study suggest that companies should strive to retain their employees by ensuring their well-being. The research findings indicate that providing employees with more training and certifications may increase their likelihood to seek opportunities at other companies. This outcome aligns with the human capital theory, as the knowledge, competence, and skills acquired by employees become inherent qualities associated with the employees themselves.
The Mediating Role of Job Satisfaction in the Relationship Between Human Resource Management Practices and Turnover Intention Hanifa, Muhammad; Widagdo, Bambang; Rumijati, Aniek
Jurnal Manajemen Bisnis Vol. 15 No. 1: March 2024
Publisher : Universitas Muhammadiyah Yogyakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.18196/mb.v15i1.19059

Abstract

Research aims: This study examines the mediating role of job satisfaction among employees of a Power Generation Company in Indonesia and its relationship with compensation, training, career development, and turnover intention.Design/Methodology/Approach: This research utilized a cross-sectional survey involving 263 respondents representing all employees. The Partial Least Square Structural Equation Model (PLS-SEM) approach was employed to analyze the data, and SmartPLS was used to process multiple independent variables and test quantitative data.Research findings: The research findings indicate that compensation and career development do not have a significant direct effect on turnover intention. However, training and job satisfaction have a significant direct impact on turnover intention. The indirect relationship reveals that career development, through the mediating variable of job satisfaction, has no significant relationship with turnover intention. However, compensation and training, through the mediating variable of job satisfaction, have a significant relationship with turnover intention.Theoretical Contribution/Originality: The current study aims to expand on the existing literature by examining job satisfaction as a mediating variable between HRM practices (compensation, training, and career development) and employees' intention to leave (turnover intention).Practitioners/Policy Implications: Companies must provide satisfactory employee job satisfaction, as job satisfaction is a key mediating factor in the relationship between compensation and training that can influence turnover intention.Research Limitations/Implications: The practical implications of this study suggest that companies should strive to retain their employees by ensuring their well-being. The research findings indicate that providing employees with more training and certifications may increase their likelihood to seek opportunities at other companies. This outcome aligns with the human capital theory, as the knowledge, competence, and skills acquired by employees become inherent qualities associated with the employees themselves.
Assessing System Quality and Change Readiness in Enterprise Risk Management Application Adoption in Power Plants Ambarwati, Rita; Hanifa, Muhammad; Dedy, Dedy; Sulistiyowati, Wiwik
Journal The Winners Vol. 25 No. 2 (2024): Journal The Winners
Publisher : Bina Nusantara University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21512/tw.v25i2.12181

Abstract

Real-time and accurate risk management data is critical in making informed corporate decision-making. An Enterprise Risk Management (ERM) application enhances data access speed and accuracy, supporting strategic actions. Developed with an integrated risk and technology management approach, this application aids in effective risk management in operational power plants facing complex, high-risk challenges. It offers a structured framework for identifying, assessing, and managing risks, ultimately enhancing operational efficiency, effectiveness, and safety. This research examined the impact of system quality and readiness to change on the perceived usefulness, perceived ease of use, and behavioral  intentions toward ERM applications. Data were gathered from 300 risk management professionals through purposive sampling. Then, the data were analyzed with PLS-SEM using a quantitative survey-based approach. The finding reveals that system quality and readiness to change significantly influence perceived usefulness and ease of use, which subsequently affect behavioral intentions. Interestingly, perceived usefulness does not directly impact behavioral intentions, emphasizing the critical roles of system quality and user readiness in ERM adoption. These finding underscores organizations' need to enhance the technical aspects of ERM applications and implement effective change management strategies to improve user engagement and adoption rates. The originality of this research resides in its integrated approach, merging system quality and readiness to change within the Technology, Acceptance, Model (TAM) framework, offering a deeper understanding of the factors driving ERM application acceptance. This research provides valuable insights for standardized frameworks, financial incentives, and tailored training programs to boost technology adoption.
Co-Authors Aniek Rumijati Bambang Widagdo dedy dedy, dedy Rita Ambarwati Sukmono Wiwik Sulistiyowati