Pengaruh Work Value terhadap Turnover Intention pada Mahasiswa yang Bekerja di Startup E-Commere
DOI:
https://doi.org/10.29313/bcsps.v6i2.24695Keywords:
Work Value, Turnover Intention, Mahasiswa, Startup E-CommerceAbstract
Abstract. Students working in e-commerce start-ups are vulnerable to work-related stress due to a dynamic environment, a heavy workload and uncertainty regarding remuneration; this puts them at risk of increased turnover intention if their expected work values are not met. Work values, which include leisure, intrinsic, extrinsic, altruistic and social rewards, are key factors in the decision to stay in or leave a job. This study aims to investigate the influence of work values on turnover intention among students working at e-commerce start-ups. The study employs a quantitative correlational approach with a sample of 102 respondents obtained through snowball sampling. The research instruments comprised an adapted Work Value scale based on Twenge et al., consisting of 19 items (5 dimensions), and a Turnover Intention scale based on Mobley’s theory, comprising 12 items; both had undergone validity and reliability testing (Cronbach’s alpha > 0,70). Analysis was conducted using multiple linear regression after satisfying the classical assumption tests. The results showed that all five dimensions of work value simultaneously had a significant effect on turnover intention (F = 26,223; p = 0,001) with an R² = 0,183. Intrinsic and extrinsic were the most dominant dimensions of work value, highlighting the importance of job meaning and compensation. Improvements in the fulfilment of these two dimensions have the potential to reduce turnover intention among students working in e-commerce start-ups
Abstrak. Mahasiswa yang bekerja di startup e-commerce rentan menghadapi tekanan kerja akibat lingkungan yang dinamis, beban kerja tinggi, dan ketidakpastian kompensasi sehingga berisiko meningkatkan turnover intention apabila work value yang diharapkan tidak terpenuhi. Work value yang meliputi leisure, intrinsic, extrinsic, altruistic, dan social rewards menjadi faktor penting dalam keputusan bertahan atau keluar dari pekerjaan. Penelitian ini bertujuan mengetahui pengaruh work value terhadap turnover intention pada mahasiswa yang bekerja di startup e-commerce. Penelitian menggunakan pendekatan kuantitatif korelasional dengan sampel 102 responden yang diperoleh melalui teknik snowball sampling. Instrumen penelitian meliputi skala Work Value adaptasi berdasarkan Twenge et al. sebanyak 19 item (5 dimensi) dan skala Turnover Intention berdasarkan teori Mobley sebanyak 12 item; keduanya telah melalui uji validitas dan reliabilitas (Cronbach’s alpha > 0,70). Analisis dilakukan menggunakan regresi linear berganda setelah memenuhi uji asumsi klasik. Hasil menunjukkan kelima dimensi work value secara simultan berpengaruh signifikan terhadap turnover intention (F = 26,223; p = 0,001) dengan R² = 0,183. Intrinsic dan extrinsic merupakan dimensi work value yang paling dominan, menunjukkan pentingnya makna pekerjaan dan kompensasi. Peningkatan pemenuhan kedua dimensi tersebut berpotensi menurunkan turnover intention pada mahasiswa yang bekerja di startup e-commerce
References
Creswell, J. W. (2014). Research design: Qualitative, quantitative, and mixed methods approaches (4th ed.). SAGE Publications.
Djaganata, A. D., et al. (2024). An empirical study on employees in startup environments. Journal Of Theoretical And Applied Management. 17(2). https://doi.org/10.20473/jmtt.v17i2.53104.
Kashfitanto, D., Budiman, & Tan, A. (2023). Impact of work stress on turnover intention among employees. International Journal of Current Science Research and Review, 6(5), 4820–4830.
Kristof, A. L. (1996). Person-Organization Fit: An Integrative Review of Its Conceptualizations, Measurement, and Implications. Personnel Psychology, 49(1), 1–49. https://doi.org/10.1111/j.1744-6570.1996.tb01790.
Liu, K., Wang, N., & Maoyan, S. (2020). Work values and turnover intention among new generation employees in China based on multiple mediator model. Communications of the IBIMA, 2020, 12.
Meria, L., Hidayat, S., Santiago, N. D., Saukani, S., & Khotimah, S. H. (2024). Blending work values, engagement, and satisfaction to drive ocb in technopreneurial startups. Aptisi Transactions on Technopreneurship (ATT), 6(3), 324-338. https://doi.org/10.34306/att.v6i3.449
Mobley, W. H. (2011). Employee turnover: Causes, consequences, and control.
Putri, A. B. Hasil riset: 91% karyawan startup ingin resign. Detikcom. https://finance.detik.com/berita-ekonomi-bisnis/d-6441899/hasil-riset-91-karyawan-startup-ingin-resign
Ries, E. (2011). The lean startup: How today’s entrepreneurs use continuous innovation to create radically successful businesses. Crown Business
Rohman, A., & Parimita, W. (2024). The Startup Retention Dilemma: Examining The Influence Of Compensation And Organizational Culture On Turnover Intention Through The Mediation Of Job Satisfaction. Jurnal Ekonomi Bisnis Dan Kewirausahaan, 12(3), 381. https://doi.org/10.26418/jebik.v12i3.67179.
Sulistiobudi, R. A., & Hutabarat, H. N. (2022). Adaptation of work values instrument in Indonesian final year university students. Frontiers in Psychology, 13, 858688.
Thiel, C. E., Connelly, S., & Griffith, J. A. (2014). Leadership and ethical decision-making. Dalam The Oxford handbook of leadership and organizations (hlm. 523–542). Oxford University Press.
Twenge, J. M., Campbell, S. M., Hoffman, B. J., & Lance, C. E. (2010). Generational differences in work values: Leisure and extrinsic values increasing, social and intrinsic values decreasing. Journal of Management, 36(5), 1117–1142. https://doi.org/10.1177/0149206309352246.
