The Influence of Schedule Flexibility, Job Autonomy, and Manager Support on Turnover Intention A Study of Millennial Employees at PT X

Kresna Andhika Putera, Dr. Reni Rosari, M.B.A.,

2023 | Tesis | S2 MANAJEMEN (MM) JAKARTA

Turnover intention berdampak negatif pada reputasi perusahaan dan menurunkan produktivitas. Tenaga kerja saat ini didominasi oleh kaum milenial. Individu yang baru lulus kuliah berada pada kisaran tahun 1982 dan 2000. Pekerja milenial memiliki masa kerja rata-rata tiga kali lebih pendek dibandingkan generasi sebelumnya. Selain itu, Generasi Milenial lebih mungkin termotivasi untuk meninggalkan organisasi mereka daripada Generasi Baby Boom. Dalam hal ketenagakerjaan, gagasan keseimbangan kehidupan kerja (juga dikenal sebagai Keseimbangan Kehidupan Kerja) menjadi semakin populer. Jam kerja yang fleksibel sebagai salah satu metode untuk meningkatkan work-life balance karyawannya. 76% generasi milenial mengantisipasi bekerja di tempat kerja yang kreatif dan inklusif yang mendorong diskusi terbuka dan jadwal kerja yang fleksibel. Sekitar 19% milenial ingin manajer mereka membantu mereka. Penelitian ini bertujuan untuk mengidentifikasi hubungan antara Fleksibilitas Jadwal, Otonomi Kerja, Dukungan Manajer dan Turnover Intention karyawan milenial di PT X. Penelitian ini termasuk dalam penelitian survei. Selain itu, persepsi karyawan tentang fleksibilitas jadwal, otonomi pekerjaan, dukungan manajer, dan niat berpindah adalah fokus kontekstual dari penelitian ini. Data dikumpulkan dengan menggunakan kuesioner kepada 149 karyawan milenial di PT X. Hasil penelitian bahwa hanya otonomi pekerjaan yang berpengaruh negatif signifikan terhadap turnover intention, namun uji F menunjukkan bahwa secara bersama-sama ketiga variabel fleksibilitas jadwal, otonomi pekerjaan dan dukungan manajer secara bersama-sama. berpengaruh negatif signifikan terhadap turnover intention.

High turnover has a negative impact on the company's reputation and reduces productivity. Today's workforce is dominated by millennials. Individuals who have recently graduated from college fall into the range of 1982 and 2000. Millennial workers had an average tenure that was three times shorter than that of previous generations. Additionally, Millennials are more likely than Baby Boomers to be motivated to leave their organization. When it comes to employment, the idea of work-life balance (also known as Work-life Balance) is becoming more and more popular. Flexible working hours as one of its methods for enhancing the work-life balance of its employees. 76% of millennials anticipated working for a creative and inclusive workplace that encouraged open discussion and flexible work schedules. About 19% of millennials want their manager to help them. This study aims to identify relationship between Schedule Flexibility, Job Autonomy, Manager Support and Turnover Intention of millennial employees at PT X. This study is categorized as a survey study. In addition, the employees' perceptions of schedule flexibility, job autonomy, manager support, and turnover intention are the contextual focus of this study. Data were collected using questionnaires to 149 millennial employees at PT X. Results of the research that only job autonomy has a significant negative effect on turnover intention, but the F test shows that together the three variables of schedule flexibility, job autonomy and manager support together have a significant negative effect on turnover intention.

Kata Kunci : Turnover intention, Schedule Flexibility, Job Autonomy, Manager Support, Millennials