Mengukur Turnover Intention melalui Work Engagement

Poppy Gus Silviana, Lukman Cahyadi


This study aims to investigate the relationship between training, performance evaluation, and pay satisfaction, as well as work engagement and turnover intentions, with the moderating influence of job stress. Human resource management is the focus of this study, which aims to increase work engagement in property companies in carrying out their various tasks and functions optimally and to the maximum extent possible, as well as positive managerial implications for management, which aims to progress the company. This study collected data using the survey method, namely by distributing questionnaires online using a google form and, in this study, using 130 respondents. The research was conducted using quantitative analysis, using structural equation modeling (SEM) - partial least square (PLS) methods. The findings indicate that satisfaction with training has an effect on work engagement, that performance reviews have an effect on work engagement, that pay satisfaction does not have an effect on work engagement, and that the presence of work stress as a moderator does not make the relationship between work engagement and turnover intention stronger. The implications of this study are intended to increase work engagement, so companies must pay attention to employee conditions regarding satisfaction with their pay, then make training plans in such a way that the training they get with their work is relevant and satisfying so as to increase the level of engagement among employees at the company.


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