PENGARUH KEADILAN ORGANISASI DAN EMPLOYER BRANDING TERHADAP TURNOVER INTENTION DENGAN EMPLOYEE ENGAGEMENT SEBAGAI VARIABEL MEDIASI - Netty Laura (MEDIA STUDI EKONOMI, 2021)
ABSTRAKTujuan penelitian ini untuk mengetahui pengaruh keadilan organisasi dan employer branding terhadap turnover intention dengan employee engagement sebagai variabel mediasi. Adapun jenis data yang digunakan dalam penelitian ini adalah data primer yang berasal dari karyawan PT. Lazada E-Logistics dengan jumlah 140 responden. Pengambilan sampel penelitian ini teknik sampling Random Sampling. Penelitian ini menganalisis hubungan antara pengaruh keadilan organisasi dan employer branding terhadap turnover intention dengan employee engagement sebagai variabel mediasi. Penelitian ini menggunakan metode analisis data Partial Least Square (PLS). Hasil penelitian menunjukkan bahwa keadilan organisasi tidak berpengaruh signifikan dan negatif terhadap turnover intention. Dan employer branding tidak berpengaruh signifikan dan negatif terhadap turnover intention. Variabel mediasi employee engagement berpengaruh negatif dan signifikan terhadap turnover intention. Keadilan organisasi berpengaruh positif dan signifikan terhadap employee engagement. Employer branding berpengaruh positif dan signifikan terhadap employee engagement. Ditemukan juga bahwa variabel employee engagement tidak mampu memediasi keadilan organisasi, namun dapat memediasi employer branding terhadap turnover intention.Kata kunci : Keadilan Organisasi, Employer Branding, Turnover Intention, Employee Engagement ABSTRACTThe purpose of this study was to determine the effect of organizational justice and employer branding on turnover intention with employee engagement as a mediating variable. The type of data used in this study is primary data from PT. Lazada E-Logistics with a total of 140 respondents. The sample of this research was random sampling technique.This study analyzes the relationship between the effect of organizational justice and employer branding on turnover intention and employee engagement as a mediating variable. This research uses Partial Least Square (PLS) data analysis method. The results showed that organizational justice had no significant and negative effect on turnover intention. And employer branding has no significant and negative effect on turnover intention. Mediation variable employee engagement has a negative and significant effect on turnover intention. Organizational justice has a positive and significant effect on employee engagement. Employer branding has a positive and significant effect on employee engagement. It was also found that employee engagement variables were not able to mediate organizational justice, but could mediate employer branding against turnover intention.Keywords: Organizational Justice, Employer Branding, Turnover Intention, Employee Engagement