Pengaruh Meaningful Work Terhadap Turnover Intention melalui Work Engagement Sebagai Mediator Pada Generasi Z di Indonesia

Abstract

Fenomena meningkatnya turnover intention pada Generasi Z di Indonesia menjadi tantangan bagi organisasi dalam mempertahankan tenaga kerja muda yang potensial. Generasi ini dikenal adaptif, kritis, dan menempatkan makna kerja sebagai faktor penting dalam kepuasan serta loyalitas terhadap organisasi. Penelitian ini bertujuan menganalisis pengaruh meaningful work terhadap turnover intention dengan work engagement sebagai variabel mediasi pada karyawan Generasi Z di Indonesia. Penelitian menggunakan pendekatan kuantitatif eksplanatif dengan metode survei. Sampel terdiri dari 387 responden yang ditentukan berdasarkan tabel Krejcie & Morgan melalui teknik convenience sampling. Instrumen penelitian meliputi Skala Meaningful Work yang diadaptasi dari Steger, Dik, dan Duffy (2012), Skala Work Engagement (UWES) dari Schaufeli dan Bakker (2004), serta Skala Turnover Intention dari Bothma dan Roodt (2013). Analisis data dilakukan menggunakan Partial Least Squares (PLS) dengan bantuan SmartPLS 4.0. Hasil penelitian menunjukkan bahwa meaningful work berpengaruh negatif dan signifikan terhadap turnover intention (β = -0,19; p = 0,022) dan berpengaruh positif serta signifikan terhadap work engagement (β = 0,77; p = 0,000). Selain itu, work engagement berpengaruh negatif dan signifikan terhadap turnover intention (β = -0,249; p = 0,002) serta memediasi hubungan antara meaningful work dan turnover intention (β = -0,192; p = 0,002). Temuan ini menegaskan pentingnya penciptaan lingkungan kerja yang bermakna untuk meningkatkan keterikatan kerja dan menekan niat berpindah pada karyawan Generasi Z. The increasing phenomenon of turnover intention among Generation Z in Indonesia poses a challenge for organizations in retaining young and potential employees. This generation is known to be adaptive and critical, and to place work meaningfulness as an important factor in job satisfaction and organizational loyalty. This study aims to analyze the effect of meaningful work on turnover intention, with work engagement as a mediating variable among Generation Z employees in Indonesia. This research employed a quantitative explanatory approach using a survey method. The sample consisted of 387 respondents, determined based on the Krejcie and Morgan table through convenience sampling. The research instruments included the Meaningful Work Scale adapted from Steger, Dik, and Duffy (2012), the Work Engagement Scale (UWES) from Schaufeli and Bakker (2004), and the Turnover Intention Scale from Bothma and Roodt (2013). Data were analyzed using Partial Least Squares (PLS) with the assistance of SmartPLS 4.0. The results indicate that meaningful work has a negative and significant effect on turnover intention (β = -0.19; p = 0.022) and a positive and significant effect on work engagement (β = 0.77; p = 0.000). Furthermore, work engagement has a negative and significant effect on turnover intention (β = -0.249; p = 0.002) and mediates the relationship between meaningful work and turnover intention (β = -0.192; p = 0.002). These findings highlight the importance of creating a meaningful work environment to enhance engagement and reduce turnover intention among Generation Z employees.