Pengaruh Work Life Balance terhadap Turnover Intention pada Karyawan Milenial Perusahaan Startup Digital Kota Bandung
Abstract
Abstract. The millennial generation is dominating the world of work today with distinctive characteristics, one of which is identical to frequently changing workplaces. This is in line with the high turnover intention data in Indonesia, especially for millennial generation employees. If this continues, it can have a negative impact both financially and non-financially for the company. One of the reasons why millennial generation employees often change workplaces is because they experience a loss of balance between work and personal life aspects. The purpose of this research is to see how much influence work life balance has on turnover intention among millennial generation employees in digital startup companies in Bandung City. This research method applies a non-experimental quantitative approach, involving 114 respondents and using simple regression analysis tests and descriptive analysis. The measuring instrument applied to the work life balance variable adapted by Gunawan (2019), which refers to Fisher's (2009) measuring instrument. On the turnover intention variable, using a measuring instrument adapted by Farisan & Mubarak (2021), which refers to the Mobley (1978) measuring instrument. The results of simple regression analysis show that work life balance is significantly correlated with turnover intention. The correlation between work life balance and turnover intention has a negative regression coefficient value (WLB = -0.026), which shows that the higher the work life balance, the lower the turnover intention. In addition, the coefficient of determination shows that 25.9% of the turnover intention variable is influenced by the work life balance variable.
Abstrak. Generasi milenial sedang mendominasi dunia kerja saat ini dengan karakteristik khas salah satunya adalah identik dengan seringnya berpindah-pindah tempat kerja. Hal tersebut selaras dengan data turnover intention yang tinggi di Indonesia, terutama pada karyawan generasi milenial. Jika hal tersebut berlangsung secara terus menerus, dapat berdampak buruk baik secara finansial maupun non finansial bagi perusahaan. Salah satu alasan mengapa karyawan genersi milenial sering berpindah-pindah tempat kerja adalah karena mengalami kehilangan keseimbangan antara aspek pekerjaan dan aspek kehidupan pribadi. Tujuan dari riset ini ialah guna melihat seberapa besar pengaruh work life balance terhadap turnover intention pada karyawan generasi milenial di perusahaan startup digital Kota Bandung. Metode riset ini menerapkan pendekatan kuantitatif non-eksperimental, dengan melibatkan 114 responden dan menggunakan uji analisis regresi sederhana dan analisis deskriptif. Alat ukur yang diterapkan pada variabel work life balance yang diadaptasi oleh Gunawan (2019), yang merujuk pada alat ukur Fisher (2009). Pada variabel turnover intention, menggunakan alat ukur yang diadaptasi oleh Farisan & Mubarak (2021), yang merujuk pada alat ukur Mobley (1978). Hasil analisis regresi sederhana menujukkan bahwa work life balance berkorelasi signifikan terhadap turnover intention. Korelasi antara work life balance dengan turnover intention memiliki nilai koefisien regresi bertanda negatif (WLB= -0.026), yang memperlihatkan semakin tinggi work life balance maka semakin rendah turnover intention. Selain itu, hasil koefisien determinasi menunjukkan bahwa 25,9% variabel turnover intention dipengaruhi oleh variabel work life balance.
References
Jaelani, M. A. A. (2021). Manajemen Sumber Daya Manusia: Turnover Intention Dapat Mempengaruhi Kulaitas Kinerja Perusahaan. In Google Books. Cv. Pena Persada.
Antonio Frian, Fransiska Mulyani. Millenials Employee Turnover Intention In Indonesia. Innovative Issues And Approaches In Social Sciences, vol.11, no.3:90-111, doi:http://dx.doi.org/10.12959/issn.1855-0541.iiass-2018-no3-art5.
Schaefer, C. (2017). Factors Contributing To Millennial Turnover Rates In Department Of Defense (Dod) Organizations.
Jha, S. (2014). Determinants of employee turnover intentions: A Review. Semantik Scholar. https://www.semanticscholar.org/paper/Determinants-of-Employee-Turnover-Intentions%3A-A-Jha/492ea726d68f02aceae249fbab281a1953ec5a12.
Mobley, William H. 1986. Pergantian Karyawan: Sebab, Akibat, dan Pengendaliannya. Cetakan Pertama. Jakarta: PT Pustaka Binaman Pressindo.
Fisher, Gwenith G., et al. “Beyond Work And Family: A Measure Of Work/Nonwork Interference And Enhancement.” Journal of Occupational Health Psychology, vol. 14, no. 4, Oct. 2009, pp. 441–456, 10.1037/a0016737. Accessed 18 Dec. 2022.
Wulan Sari, Tri Wardhani. Pengaruh keseimbangan kehidupan dan pekerjaan (work-life balance) terhadap intention pada karyawan generasi milenial di industri perbankan. 7 Feb. 2019.
Kartika, Stepani, and Dewi Puri. “Work-life balance dan intensi turnover pada pekerja wanita bali di desa adat sading, mangupura, badung.” Jurnal Psikologi Udayana, vol. 3, no. 3, 2016, pp. 382–394, simdos.unud.ac.id/uploads/file_penelitian_1_dir/5c24b79fadee43bb1e9cf245670e9598.pdf.
Chrisdiana, L., & Rahardjo, M. (2022). Pengaruh employee engagement dan work life balance terhadap turn over intention di generasi millenial. 1(1), 1–7. https://doi.org/10.24912/jmbk.v1i1.4738.
Jeffrey Hill, E., Grzywacz, J. G., Allen, S., Blanchard, V. L., Matz-Costa, C., Shulkin, S., & PittCatsouphes, M. (2008). Defining And Conceptualizing Workplace Flexibility. Community, Work And Family, 11(2), 149–163. https://doi.org/10.1080/13668800802024678.
Schilling, K. (2014). The Relationship Between Job Engagement, Work Interference With Personal Life, And Turnover Intentions. https://jewlscholar.mtsu.edu/server/api/core/bitstreams/71275e93-835c-4227-974f-bcc35fc2abbe/content.
Mowday, R.T., Porter, L.W. and Steers, R.M. (1982) Employee-Organization Linkages: The Psychology Of Commitment, Absenteeism And Turnover. Academic Press, New York.
Deloitte. (2022). Striving For Balance, Advocating For Change. https://www2.deloitte.com/content/dam/Deloitte/at/Documents/human-capital/at-gen-z-millennial-survey-2022.pdf.
Kusuma Permata, R. (2022). Pengaruh Work Life Balance Terhadap Turnover Intention Karyawan Generasi Milenial. https://etd.umm.ac.id/id/eprint/4222/1/SKRIPSI.pdf[15] Mariyani, “Cognitive Behavior Therapy untuk Menurunkan Tingkat Gangguan Depresi Sedang (F32.1),” Jurnal Riset Psikologi, vol. 2, no. 2, pp. 123–130, Dec. 2022.
Z. F. Lutfiyah and D. Dwarawati, “Pengaruh Resilience at Work terhadap Subjective Well-Being pada Perawat Rumah Sakit Jiwa,” Jurnal Riset Psikologi, pp. 39–46, Jul. 2023, doi: 10.29313/jrp.v3i1.1982.
Salsabila Auliannisa and Muhammad Ilmi Hatta, “Hubungan Social Comparison dengan Gejala Depresi pada Mahasiswa Pengguna Instagram,” Jurnal Riset Psikologi, vol. 1, no. 2, pp. 147–153, Feb. 2022, doi: 10.29313/jrp.v1i2.561.
