ANALISIS PENGARUH EMPLOYEE ENGAGEMENT, EMPLOYEE EMPOWERMENT, DAN CAREER DEVELOPMENT TERHADAP PRODUCTIVITY LEVEL DAN TURNOVER INTENTION PADA INDUSTRI TEKNOLOGI DI INDONESIA
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Abstract
Penelitian ini menganalisis pengaruh employee engagement, employee empowerment, dan career development terhadap tingkat produktivitas dan intensitas turnover karyawan di industri teknologi di Indonesia. Melalui pendekatan kuantitatif dengan menggunakan data dari karyawan di beberapa perusahaan teknologi, penelitian ini menemukan bahwa ketiga variabel independen tersebut memiliki dampak positif yang signifikan terhadap produktivitas karyawan. Hasil penelitian ini memberikan wawasan bagi manajer sumber daya manusia untuk merancang strategi yang efektif dalam meningkatkan keterlibatan dan pengembangan karir karyawan, sehingga dapat meningkatkan produktivitas dan retensi dalam organisasi atau perusahaan.
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[1]
A. Wulandari, Y. Han, and T. Waluyo, “ANALISIS PENGARUH EMPLOYEE ENGAGEMENT, EMPLOYEE EMPOWERMENT, DAN CAREER DEVELOPMENT TERHADAP PRODUCTIVITY LEVEL DAN TURNOVER INTENTION PADA INDUSTRI TEKNOLOGI DI INDONESIA”, JURNAL EDUCATION AND DEVELOPMENT, vol. 13, no. 1, pp. 168-172, May 2025.
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References
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Aziedjo, A. (2021). The impact of career development on employee engagement and retention. International Journal of Multidisciplinary Studies and Innovative Research, 12(2), 1776–1784.
https://ijmsirjournal.com/index.php/ojs/article/view/80
Bahseer, D.M., & Khan, A.M. (2017). An Empirical Analysis of Employee Retention in IT Sector. Srusti Management Review A Journal of Management & IT.
https://www.srustimanagementreview.ac.in/paper_detail.php?id=MTIy
Gaan, N., & Shin, Y. (2022). Generation Z software employees turnover intention. Current Psychology, 42(31), 27344–27359.
https://doi.org/10.1007/s12144-022-03847-9
Harini, S., Narimawati, U., Hadi, S. M., & Yuningsih, E. (2024). Turnover intention: career development and compensation approach, and job satisfaction as an interveing variable. International Journal of Artificial Intelligence Research.
https://mail.ijair.id/index.php/ijair/article/view/1064/pdf
Komariya, A., & Andriani, D. (2023). Employee performance: organizational judgment, career development, and employee engagement. Academia Open, 8(1).
https://doi.org/10.21070/acopen.8.2023.3533
Meiliawati, R., Sutanto, H., & Siswanti, Y. (2022). Pengaruh Pengembangan Karir dan Kompensasi terhadap Turnover Karyawan dengan Employee Engagement sebagai Variabel Intervening pada PT. Telkom Akses Yogyakarta. Jurnal Ilmu Manajemen, 988–997.
https://doi.org/10.26740/jim.v10n3.p988-997
Mulyani, S. R., Trinanda, Z., Yeni, F., Afuan, M., & Nurhamzah. (2024). Employee Performance with Employee Engagement as an Intervening Variable: Individual Career Development and Competency. ejurnal.bunghatta.ac.id. https://ejurnal.bunghatta.ac.id/index.php/JMN/article/view/25542
Otoo, F. N. K. (2024). Does employee engagement mediate the nexus of job resource and employee turnover intentions? IIMT Journal of Management. https://doi.org/10.1108/iimtjm-10-2023-0032
Ovalia, O., Sutaryana, O., & Ma’ruf, F. (2024). Increasing Employees Performance through the use of Information Technology, Work-Life Balance and Employee Engagement. dinastires.org. https://dinastires.org/JAFM/article/view/569
Purba, E. J. M., Syaifuddin, S., & Ariesa, Y. (2023). The influence of work discipline, work motivation, and career development on employee performance with organizational culture as an intervening variable at PT. Bank Rakyat Indonesia, Pekanbaru Lancang Kuning branch office. Journal of Economics and Business Letters, 3(4), 7–21. https://doi.org/10.55942/jebl.v3i4.230
Putri, A., Harini, S., & Ismartaya, I. (2024). The Influence of Training and Career Development on Employee Performance with Employee Engagement as an Intervening Variable. Jurnal Ilmiah Manajemen Ekonomi & Akuntansi (MEA), 8(2), 2446–2458.
https://doi.org/10.31955/mea.v8i2.4354
Silaban, R. L., Handaru, A.W., & Saptono, A. (2021). Effect of workload, competency, and career development on employee performance with organizational commitment intervening variables. Growing Scholar Publisher. https://doi.org/10.5281/zenodo.5091470
Sinaga, O., & Sijabat, R. (2022). Analisis Pengaruh Employee Motivation, Employee Empowerment, Work Life Balance Terhadap Employee Retention Dengan Job Satisfaction Sebagai Variabel Mediasi pada PT XYZ. ejournal.unsrat.ac.id.
https://ejournal.unsrat.ac.id/index.php/jab/article/view/39838
Sutarman, A., Kadim, A., & Garad, A. (2024). The effect of competence and organizational commitment on work productivity of Indonesian manufacturing industries. International Journal of Technology, 15(5), 1449.
https://doi.org/10.14716/ijtech.v15i5.5775
Trefilona, C. G., & Astuti, R. D. (2024). Employee Engagement Ditinjau dari Pengembangan Karier dan Kesejahteraan pada Karyawan. ejurnal.uij.ac.id. https://ejurnal.uij.ac.id/index.php/CONS/article/view/3066
Wariati, A. (2024). Increasing Employee Productivity: Analysis Employee engagement. greenpub.org. https://doi.org/10.38035/ijam.v3i2.568