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All Journal Journal of Economics and Business UBS Journal of Management, Accounting, General Finance and International Economic Issues (MARGINAL)
Sibarani, Roza
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Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Environmental Science Social Sciences

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Pengaruh Lingkungan Kerja dan Persepsi Keselamatan Kerja terhadap Turnover Intention Operator pada Perusahaan Kontraktor Batubara di Indonesia Muhammad Rihannur, Ali; Sindhunata, Josef; Sibarani, Roza
Journal of Economics and Business UBS Vol. 14 No. 2 (2025): Journal of Economics and Business UBS
Publisher : Cv. Syntax Corporation Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52644/joeb.v14i2.2608

Abstract

Pertumbuhan industri pertambangan batubara di Indonesia menuntut ketersediaan operator alat berat yang andal. Namun, tingginya tingkat turnover intention menjadi tantangan yang signifikan. Penelitian ini bertujuan untuk mengkaji pengaruh lingkungan kerja dan persepsi keselamatan kerja terhadap turnover intention operator, dengan kepuasan kerja sebagai variabel mediasi dan dukungan organisasi sebagai variabel moderasi. Metode penelitian menggunakan pendekatan kuantitatif dengan desain cross-sectional dan teknik analisis Partial Least Squares-Structural Equation Modeling (PLS-SEM). Data dikumpulkan melalui kuesioner Likert terhadap 297 operator PT Kalimantan Prima Persada. Hasil analisis menunjukkan bahwa lingkungan kerja dan persepsi keselamatan kerja berpengaruh positif signifikan terhadap kepuasan kerja. Namun, keduanya tidak berpengaruh langsung secara signifikan terhadap turnover intention. Kepuasan kerja terbukti memediasi hubungan antara lingkungan kerja dan turnover intention, tetapi tidak memediasi hubungan antara persepsi keselamatan kerja dan turnover intention. Selain itu, dukungan organisasi memoderasi secara marginal signifikan pengaruh lingkungan kerja terhadap kepuasan kerja, namun tidak berlaku untuk persepsi keselamatan kerja. Penelitian ini menyimpulkan bahwa meskipun lingkungan kerja dan keselamatan kerja berkontribusi terhadap kepuasan kerja, faktor lain turut memengaruhi keputusan untuk berpindah kerja. Implikasi praktis menunjukkan perlunya perusahaan meningkatkan kualitas lingkungan kerja dan membangun budaya organisasi yang mendukung. Perhatian khusus juga perlu diberikan pada karakteristik generasi Z yang mendominasi responden, mengingat nilai-nilai kerja mereka yang berbeda. Penelitian lanjutan disarankan untuk mengeksplorasi faktor tambahan seperti kompensasi, karir, atau keseimbangan hidup kerja.
The Influence of Job Autonomy, Self-Efficacy, and Compensation on Employee Performance with Job Satisfaction as a Mediating Variable Kusumo, Dimas Aryo; Arrizky, Muhamad Daffa Thareq; Radityaputra, Audric; Sibarani, Roza
JOURNAL OF MANAGEMENT, ACCOUNTING, GENERAL FINANCE AND INTERNATIONAL ECONOMIC ISSUES Vol. 5 No. 2 (2026): MARCH
Publisher : Transpublika Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55047/marginal.v5i2.2074

Abstract

The rapid transformation of the banking industry in the digital era, accompanied by increasing technological demands and a decline in employee numbers at Bank XYZ, has heightened the urgency to understand the determinants of employee performance. Rising turnover rates and fluctuating productivity further underscore the importance of examining organizational and personal factors that shape employee outcomes. This study investigates the impact of job autonomy, self-efficacy, and compensation on employee performance, with job satisfaction as an intervening variable. Using a quantitative survey approach, data were collected from 208 employees at Bank XYZ through questionnaires measuring five key variables. Statistical testing was carried out using multiple regression and mediation analysis. The findings reveal that the three independent variables have a direct positive and significant effect on employee performance. All three also positively and significantly affect job satisfaction. However, the direct effect of job satisfaction on performance was not significant. Mediation analysis further shows that job satisfaction does not mediate the relationships between job autonomy, self-efficacy, and compensation on employee performance. Theoretically, these results challenge established models that position job satisfaction as a critical mediator, suggesting its role may be contingent on industry context. Practically, this indicates that in digitally transforming banks like XYZ, managers should prioritize enhancing direct drivers including autonomy, self-efficacy, and compensation to improve performance, rather than relying on satisfaction as a pathway. The study is limited by its single-bank sample and short observation period, suggesting the need for broader future research.
Co-Authors Arrizky, Muhamad Daffa Thareq Kusumo, Dimas Aryo Muhammad Rihannur, Ali Radityaputra, Audric Sindhunata, Josef