##plugins.themes.bootstrap3.article.main##

The purpose of this study was to determine the role of employee engagement in mediating the effect of compensation on turnover intention. 80 employees were assigned as samples using the saturated sampling method. Data was collected through interviews, observations, and questionnaires. The analysis technique used is path analysis. Based on the results compensation has a positive and significant effect on employee engagement. Compensation and employee engagement have a negative and significant effect on turnover intention; Employee engagement significantly mediates the relationship between compensation and turnover intention. The implication in this study is that the company should pay more attention to the compensation given to match the district minimum wage so that employees will feel bound to the company and the desire of employees to change jobs will be lower.

Downloads

Download data is not yet available.

References

  1. Bitha, S., & Ardana, I. K. (2017). Pengaruh keterikatan kerja, persepsi dukungan organisasional dan komitmen organisasional terhadap turnover intention karyawan muji motor. Udayana University.
     Google Scholar
  2. Busari, A. H., Mughal, Y. H., Khan, S. N., Rasool, S., & Kiyani, A. A. (2017). Analytical cognitive style moderation on promotion and turnover intention. Journal of Management Development, 36(3), 438–464.
     Google Scholar
  3. Chepchumba, T. R., & Kimutai, B. D. (2017). The Relationship between Employee Compensation and Employee Turnover in Small Business Among Safaricom Dealers in Eldoret Municipality, Kenya. International Journal of Economics, Commerce and Management, 2(1), 1.
     Google Scholar
  4. Malek, K., Kline, S. F., & DiPietro, R. (2018). The impact of manager training on employee turnover intentions. Journal of Hospitality and Tourism Insights, 1(3), 203–219. https://doi.org/https:// doi.org/10.1108/jhti-02-2018-0010.
     Google Scholar
  5. Memon, A., Salleh, R., & Noor, M. (2017). The Mediating Role Of Work Engagement Between Pay Satisfaction And Turnover Intention. International Journal of Economics, Management and Accounting, 1(2), 43–69.
     Google Scholar
  6. Pasya, D. J. (2018). Analisis Motivasi, Kompensasi Dan Status Kerja Terhadap Keterikatan Kerja Karyawan Studi Pada Pt. Karya Canggih Mandiri Utama. Jurnal Ilmiah Ekonomi Manajemen: Jurnal Ilmiah Multi Science, 9(2), 67-75.
     Google Scholar
  7. Rusdin. (2015). Faktor Kualitas Kehidupan Kerja dan Keterikatan Karyawan. Business Management Journal, 11(2), 1.
     Google Scholar
  8. Sandy, F. B. (2019). Pengaruh Kompensasi terhadap Turnover Intention yang Dimediasi oleh Organizational Commitment Karyawan PT IDX. Jurnal Manajemen, 16(1), 1-19.
     Google Scholar
  9. Santhanam, N., Kamalanabhan, T. ., & Ziegler, H. (2017). Impact of Human Resource Management Practices on Employee Turnover Intentions. Journal of Indian Business Research, 9(3), 1.
     Google Scholar
  10. Silaban, N., & Syah, T. Y. R. (2018). The Influence of Compensation and Organizational Commitment on Employees’ Turnover Intention. IOSR Journal of Business and Management, 20(3), 1.
     Google Scholar
  11. Simone, S., Planta, A., & Cicotto, G. (2018). The role of job satisfaction, work engagement, self-efficacy and agentic capacities on nurses’ turnover intention and patient satisfaction. Applied Nursing Research, 39(1), 130-140.
     Google Scholar
  12. Suastuti, N. L. (2012). Faktor–Faktor Yang Mempengaruhi Kepuasan Wisatawan Terhadap Produk Freestanding Restaurant di Kawasan Pariwisata Nusa Dua Kabupaten Badung. Jurnal Ilmiah Pariwisata, 2(1), 1.
     Google Scholar
  13. Wulandari, N. A. (2016). Pengaruh Kepemimpinan, Budaya Organisasi dan Kompensasi Terhadap Keterikatan Karyawan. Fakultas Ekonomi dan Bisnis Universitas Islam Negeri Syarif Hidayatullah.
     Google Scholar
  14. Yin, N. (2018). The influencing outcomes of job engagement: an interpretation from the social exchange theory. International Journal of Productivity and Performance Management, 67(5), 873–889. https://doi.org/https://doi.org/10.1108/IJPPM-03-2017-0054.
     Google Scholar
  15. Zakaria, R., & Astuty, I. (2017). Pengaruh Kompensasi Terhadap Turnover Intention Dengan Job Embeddedness Sebagai Variabel Intervening (Studi Pada Karyawan Di PT. Primissima). Jurnal Manajemen Bisnis, 8(1), 82-97.
     Google Scholar
  16. Zhang, W. (2018). The Influence of Professional Identity, Job Satisfaction, and Work Engagement on Turnover Intention Among Township Health Inspectors in China. International Journal of Environmental Research and Public Health., 1(1), 1.
     Google Scholar