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All Journal AGILITY: Jurnal Lentera Manajemen Sumberdaya Manusia Talent: Journal of Economics and Business
Karyati, Siti
Unknown Affiliation
Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Industrial & Manufacturing Engineering Social Sciences

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The Impact of Workforce Diversity and Organizational Culture on Employee Retention in EJIP Manufacturing Companies Yuniastri, Salsabila Dwi; Karyati, Siti
Talent: Journal of Economics and Business Vol. 3 No. 01 (2025): March 2025
Publisher : Lentera Ilmu Nusantara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59422/jeb.v3i01.783

Abstract

This study examines the influence of workforce diversity and organizational culture on employee retention in manufacturing companies in EJIP industrial estates. In an increasingly competitive global era, employee retention is crucial for organizational stability and performance. High turnover rates lead to increased operational costs, decreased productivity, and loss of organizational knowledge. The diversity of the workforce, which includes characteristics such as gender, age, ethnicity, and educational background, has the potential to increase creativity and innovation but also poses challenges in human resource management. Meanwhile, organizational culture greatly influences employee behavior and engagement, especially in creating an inclusive and supportive work environment. This study uses a quantitative approach, with data from 75 manufacturing employees collected through purposive sampling techniques. The results of the study show a positive and significant influence of workforce diversity and organizational culture on employee retention. The study emphasizes the importance of effective diversity management and the development of inclusive organizational practices to improve employee retention, reduce turnover, and improve performance in the manufacturing sector.
Exploring the Relationship between Generational Diversity, Employee Engagement, and Turnover Intention: Evidence from Manufacturing Workers Karyati, Siti; Suwandi, Suwandi
AGILITY: Jurnal Lentera Manajemen Sumber Daya Manusia Vol 3 No 02 (2025): Mei 2025
Publisher : Lentera Ilmu Nusantara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59422/lmsdm.v3i02.796

Abstract

Generational diversity is a challenge as well as an opportunity to increase employee engagement, which can affect turnover intention. This study analyzes the influence of these two factors on manufacturing companies in Cikarang. With a quantitative approach, this study uses a purposive sampling method with a total of 73 respondents. Data was collected through questionnaires and analyzed using the Structural Equation Modeling technique based on Partial Least Squares (PLS). The results show that both generational diversity and employee engagement have a negative influence on turnover intention, but the influence is not significant. These findings indicate that while generational diversity can create unique work dynamics and employee engagement increases employee emotional engagement, these factors are not the main determinants of turnover intention in the manufacturing sector. Job stability, compensation, and a structured work culture play a greater role in influencing employees' intentions to stay in the company. This study provides important insights for management to develop human resource management strategies that focus on strengthening job stability, providing competitive incentives, and creating a cross-generational inclusive work environment. The novelty of this study lies in its focus on the manufacturing industry context in Cikarang, where generational diversity is high yet rarely studied in relation to turnover intention. By integrating generational differences and employee engagement in a single empirical model, this research offers a new perspective that can guide more targeted HR interventions in multi-generational workplace settings.
Co-Authors Suwandi Suwandi Yuniastri, Salsabila Dwi