Pengaruh Person-Job Fit terhadap Turnover Intention pada Karyawan di Perusahaan Startup Digital
Abstract
Abstract. The problem of retaining employees not to leave the company is a challenge until now. Person - job fit is a condition that describes the suitability between employees and their jobs (Cable & DeRue, 2002). The existence of this suitability can influence many attitudes and work behavior of employees, one of which is the intention to leave their job. This study aims to determine how much influence person-job fit has on employee turnover intention in digital startup companies. Research using quantitative methods with causality design. The subjects in this study were 104 respondents who were employees at digital startup companies in the city of Bandung. The measuring instrument used in this study is the perceived fit scale from Cable & DeRue (2002) adapted by Pramesti & Astiti (2020) and turnover intention from Abid & Butt (2017) based on the theory of Mobley & Hollingsworth (1978) which was adapted by Farisan & Mubarak (2022). Data were analyzed using multiple linear regression analysis techniques. The results of the study show that there is a negative and significant effect of person-job fit on turnover intention with a significant influence of 68.7% (R Square = .687). Partially, need – supplies aspect gives that the most influence.
Abstrak. Permasalahan dalam mempertahankan karyawan untuk tidak keluar dari perusahaan merupakan suatu tantangan hingga saat ini. Person – job fit merupakan keadaan yang menggambarkan kesesuaian diantara karyawan dengan pekerjaannya (Cable & DeRue, 2002). Adanya kesesuaian ini dapat mempengaruhi banyak sikap dan perilaku kerja karyawan, salah satunya yaitu niat untuk meninggalkan pekerjaan mereka. Penelitian ini bertujuan untuk mengetahui seberapa besar pengaruh person – job fit terhadap turnover intention pada karyawan di perusahaan startup digital. Penelitian menggunakan metode kuantitatif dengan desain kausalitas. Subjek dalam penelitian ini yaitu 104 responden yang berstatus sebagai karyawan pada perusahaan startup digital di Kota Bandung. Alat ukur yang digunakan adalah perceived fit scale dari Cable & DeRue (2002) yang diadaptasi oleh Pramesti & Astiti (2020) dan turnover intention dari Abid & Butt (2017) berdasarkan teori Mobley & Hollingsworth (1978) yang diadaptasi oleh Farisan & Mubarak (2022). Data dianalisis menggunakan teknik analisis regresi linear berganda. Hasil penelitian menunjukkan bahwa terdapat pengaruh negatif dan signifikan dari person – job fit terhadap turnover intention dengan besar pengaruh sebesar 68.7% (R Square = .687). Secara parsial aspek need – supplies merupakan aspek yang memberikan pengaruh paling besar.
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