Pengaruh Life Satisfaction dan Insentif terhadap Turnover Intention Dimediasi oleh Employee Engagement

Abstract

In today's era, the proactive, aggressive and goal-oriented nature of business requires active involvement and overall dedication from employees which can increase turnover. However, the author expands the exploration that work-life balance can contribute to a higher level and more stable state, namely from the perspective of Life Satisfaction. Apart from that, researchers propose Insentifs because in various literature studies related to human resource management (HR), Insentifs are one aspect that plays a central role but can also attract, motivate and retain workers. Next, the author develops the Theory of Interpersonal Love and The Incentive Theory of Motivation to construct Employee Engagement as a mediating variable that applies a conceptual model between Life Satisfaction, Incentive, and Turnover Intention. Questionnaires were distributed to 269 respondents who work in IT companies and tested using Structural Equation Modeling. The research results show that Employee Engagement is very important in mediating between Life Satisfaction and Insentif on Turnover Intention. Theoretically. In addition, the Theory of Interpersonal Love confirms that high engagement is characterized by individuals who have Love, Intimacy, Passion, Commitment which, when fulfilled, will result in high Engagement and In Line or towards their work. Furthermore, the theoretical implications of the research include mediating variable hypotheses as a novelty from a theoretical aspect. Meanwhile, this practical study not only provides a theoretical contribution to companies and employees in the IT sector, but can also help Human Resources (HR) managers who play a relevant role in building internal policies directed at improving a positive work environment.