Pengaruh Perceived Organizational Support, Person-Job Fit, Dan Meaningfullness Of Work Terhadap Turnover Intention Yang Dimediasi Oleh Work Engagement Pada Karyawan House Keeping Di Co-Living Jakarta Barat
Abstract
Employees are one of the essential elements and assets within an organization or company. The presence of Turnover Intention among employees certainly has a negative impact on the company's image and performance. This study was conducted on housekeeping employees in co-living spaces in West Jakarta, who potentially have a high Turnover Intention due to the lack of career clarity in their current jobs. The aim of this research is to analyze the Perceived Organizational Support, Person-job Fit, Meaningfulness of Work, Work Engagement, and Turnover Intention among housekeeping employees in co-living spaces in West Jakarta. The sample used in this study consisted of 260 housekeeping employees in co-living spaces in West Jakarta. The testing was conducted using Structural Equation Model (SEM) in the AMOS software, with data collection procedures involving questionnaires and literature review. The results of this study indicate that employees feel a lack of Perceived Organizational Support, Person-job Fit, Meaningfulness of Work, and Work Engagement in their jobs, which leads to the presence of Turnover Intention among employees. There is a significant positive influence between Perceived Organizational Support and Person-job Fit on Work Engagement. There is also a significant negative influence between Perceived Organizational Support and Turnover Intention, which is mediated by Work Engagement. Therefore, companies need to provide clear career development paths for employees to reduce the level of Turnover Intention.
References
Aggarwal, A., Jaisinghani, D., & Nobi, K. (2022). Effect of organizational justice and support on organizational commitment and employee turnover intentions: the mediating role of employee engagement. International Journal of Quality and Service Sciences, 14(4), 525–554. https://doi.org/10.1108/IJQSS-08-2021-0112
Aguinis, H., & Glavas, A. (2019). On Corporate Social Responsibility, Sensemaking, and the Search for Meaningfulness Through Work. Journal of Management, 45(3), 1057–1086. https://doi.org/10.1177/0149206317691575
Aguinis, H., Villamor, I., & Gabriel, K. P. (2020). Understanding employee responses to COVID-19: a behavioral corporate social responsibility perspective. Management Research, 18(4), 421–438. https://doi.org/10.1108/MRJIAM-06-2020-1053
Allan, B. A., Batz-Barbarich, C., Sterling, H. M., & Tay, L. (2019). Outcomes of Meaningful Work: A Meta-Analysis. Journal of Management Studies, 56(3), 500–528. https://doi.org/10.1111/joms.12406
Amin, Muh. S. (2022a). Organizational Commitment, Competence on Job Satisfaction and Lecturer Performance: Social Learning Theory Approach. Golden Ratio of Human Resource Management, 2(1), 40–56. https://doi.org/10.52970/grhrm.v2i1.156
Amin, Muh. S. (2022b). Organizational Commitment, Competence on Job Satisfaction and Lecturer Performance: Social Learning Theory Approach. Golden Ratio of Human Resource Management, 2(1), 40–56. https://doi.org/10.52970/grhrm.v2i1.156
Bahri, S., Hasibuan, L. M., & Pasaribu, S. E. (2022). Pengaruh Komunikasi Dan Beban Kerja Terhadap Kinerja Pegawai Melalui Kepuasan Kerja Pegawai Pada Kantor Dewan Perwakilan Rakyat Daerah Provinsi Sumatera Utara. Jesya (Jurnal Ekonomi & Ekonomi Syariah), 5(1), 229–244. https://doi.org/10.36778/jesya.v5i1.619
Bailey, C., Lips-Wiersma, M., Madden, A., Yeoman, R., Thompson, M., & Chalofsky, N. (n.d.). THE FIVE PARADOXES OF MEANINGFUL WORK: INTRODUCTION TO THE SPECIAL ISSUE “MEANINGFUL WORK: PROSPECTS FOR THE 21 ST CENTURY.”
Bao, P., Xiao, Z., Bao, G., & Noorderhaven, N. (2022). Inclusive leadership and employee work engagement: a moderated mediation model. Baltic Journal of Management, 17(1), 124–139. https://doi.org/10.1108/BJM-06-2021-0219
Brady, T. F., & Störmer, V. S. (2022). The role of meaning in visual working memory: Real-world objects, but not simple features, benefit from deeper processing. Journal of Experimental Psychology. Learning, Memory, and Cognition, 48(7), 942–958. https://doi.org/10.1037/xlm0001014
Du, Y., Li, J., & Xu, Q. (2023). Are you satisfied when your job fits? The perspective of career management. Baltic Journal of Management. https://doi.org/10.1108/BJM-09-2022-0353
Ekombis Review -Jurnal, J., Ekonomi, I., Bisnis, D., Terhadap, R., Behavior, I., Dosen, P., Tinggi, P., Di, S., Maisaroh, Y., & Arief Darmawan, ) ; (2023). Peran Mediasi Perceived Organization Support Pada Pengaruh Antara. Jurnal Ekombis Review, 11(1), 317–328. https://doi.org/10.37676/ekombis.v11i1
Frémeaux, S., & Pavageau, B. (2022). Meaningful Leadership: How Can Leaders Contribute to Meaningful Work? Journal of Management Inquiry, 31(1), 54–66. https://doi.org/10.1177/1056492619897126
Ghosh, P., Goel, G., Dutta, T., & Singh, R. (2019). Turnover intention among liquid knowledge workers: a study of Indian insurance professionals. Journal of Global Operations and Strategic Sourcing, 12(2), 288–309. https://doi.org/10.1108/JGOSS-10-2017-0040
Gozali, A. (2022). EMPLOYEE PSYCHOLOGICAL ANALYSIS: Communication, Self Esteem, and Self Efficacy. 2(3), 111–119.
Guo, Y., & Hou, X. (2022). The effects of job crafting on tour leaders’ work engagement: the mediating role of person-job fit and meaningfulness of work. International Journal of Contemporary Hospitality Management, 34(5), 1649–1667. https://doi.org/10.1108/IJCHM-09-2021-1082
Kalidass, A., & Bahron, A. (2015). The Relationship between Perceived Supervisor Support, Perceived Organizational Support, Organizational Commitment and Employee Turnover Intention. International Journal of Business Administration, 6(5). https://doi.org/10.5430/ijba.v6n5p82
Khan, J., Usman, M., Saeed, I., Ali, A., & Nisar, H. G. (2022). Does workplace spirituality influence knowledge-sharing behavior and work engagement in work? Trust as a mediator. Management Science Letters, 12(1), 51–66. https://doi.org/10.5267/j.msl.2021.8.001
Lips-Wiersma, M., Haar, J., & Wright, S. (2020). The Effect of Fairness, Responsible Leadership and Worthy Work on Multiple Dimensions of Meaningful Work. Journal of Business Ethics, 161(1), 35–52. https://doi.org/10.1007/s10551-018-3967-2
Liu, C., Wang, C., & Wang, H. (2021). How do leaders’ positive emotions improve followers’ person–job fit in China? The effects of organizational identification and psychological safety. Leadership and Organization Development Journal, 42(2), 161–177. https://doi.org/10.1108/LODJ-09-2019-0388
Moulik, M., & Giri, V. N. (2022). Impact of Increasing Social Resources on Work Engagement and Affective Organizational Commitment: The Mediating Role of Person–Job Fit. Management and Labour Studies, 47(1), 59–73. https://doi.org/10.1177/0258042X211026147
Oubibi, M., Fute, A., Xiao, W., Sun, B., & Zhou, Y. (2022). Perceived Organizational Support and Career Satisfaction among Chinese Teachers: The Mediation Effects of Job Crafting and Work Engagement during COVID-19. Sustainability (Switzerland), 14(2). https://doi.org/10.3390/su14020623
Parent-Lamarche, A. (2022). Teleworking, Work Engagement, and Intention to Quit during the COVID-19 Pandemic: Same Storm, Different Boats? International Journal of Environmental Research and Public Health, 19(3). https://doi.org/10.3390/ijerph19031267
Pratama, E. N., Suwarni, E., & Handayani, M. A. (2022). Effect Of Job Satisfaction And Organizational Commitment On Turnover Intention With Person Organization Fit As Moderator Variable. APTISI Transactions on Management (ATM), 6(1), 74–82. https://doi.org/10.33050/atm.v6i1.1722
Rauch, M., Ansari, S., Barley, S., Powell, W., Fayard, A.-L., Grodal, S., Ventresca, M., Li, X., Uhlbach, W., Eberhart, B., Moehlmann, M., Pachidi, S., Hafermalz, E., & Kratochvil, R. (n.d.). WAGING WAR FROM REMOTE CUBICLES: HOW WORKERS COPE WITH TECHNOLOGIES THAT DISRUPT THE MEANING AND MORALITY OF THEIR WORK.
Salehzadeh, R., Asadi, A., Pool, J. K., Ansari, M. R., & Haroni, A. (2014). The influence of perceived organizational support on dimensions of learning organization: An empirical study of SMEs in Iran. Learning Organization, 21(3), 206–219. https://doi.org/10.1108/TLO-08-2013-0040
Suifan, T. S., Abdallah, A. B., & Al Janini, M. (2018). The impact of transformational leadership on employees’ creativity: The mediating role of perceived organizational support. Management Research Review, 41(1), 113–132. https://doi.org/10.1108/MRR-02-2017-0032
To, W. M., & Huang, G. (2022). Effects of equity, perceived organizational support and job satisfaction on organizational commitment in Macao’s gaming industry. Management Decision, 60(9), 2433–2454. https://doi.org/10.1108/MD-11-2021-1447
Toth, I., Heinänen, S., & Blomqvist, K. (2020). Freelancing on digital work platforms – roles of virtual community trust and work engagement on person–job fit. VINE Journal of Information and Knowledge Management Systems, 50(4), 553–567. https://doi.org/10.1108/VJIKMS-12-2018-0124
Tseng, L. M., & Yu, T. W. (2016). How can managers promote salespeople’s person-job fit?: The effects of cooperative learning and perceived organizational support. Learning Organization, 23(1), 61–76. https://doi.org/10.1108/TLO-03-2015-0023
Van Der Heijden, B., Mahoney, C. B., & Xu, Y. (2019). Impact of job demands and resources on nurses’ burnout and occupational turnover intention towards an age-moderated mediation model for the nursing profession. International Journal of Environmental Research and Public Health, 16(11). https://doi.org/10.3390/ijerph16112011
Wafa, R., Khan, M. Q., Malik, F., Abdusalomov, A. B., Cho, Y. I., & Odarchenko, R. (2022). The Impact of Agile Methodology on Project Success, with a Moderating Role of Person’s Job Fit in the IT Industry of Pakistan. Applied Sciences (Switzerland), 12(21). https://doi.org/10.3390/app122110698
Wu, T. J., Yuan, K. S., & Yen, D. C. (2021a). Leader-member exchange, turnover intention and presenteeism– the moderated mediating effect of perceived organizational support. Current Psychology. https://doi.org/10.1007/s12144-021-01825-1
Wu, T. J., Yuan, K. S., & Yen, D. C. (2021b). Leader-member exchange, turnover intention and presenteeism– the moderated mediating effect of perceived organizational support. Current Psychology. https://doi.org/10.1007/s12144-021-01825-1
Yue, C. A., Thelen, P. D., & Walden, J. (2022). How empathetic leadership communication mitigates employees’ turnover intention during COVID-19-related organizational change. Management Decision. https://doi.org/10.1108/MD-01-2022-0011
Zhang, Z., & Min, M. (2022a). Project manager knowledge hiding, subordinates’ work-related stress and turnover intentions: empirical evidence from Chinese NPD projects. Journal of Knowledge Management, 26(8), 1921–1944. https://doi.org/10.1108/JKM-02-2021-0155
Zhang, Z., & Min, M. (2022b). Project manager knowledge hiding, subordinates’ work-related stress and turnover intentions: empirical evidence from Chinese NPD projects. Journal of Knowledge Management, 26(8), 1921–1944. https://doi.org/10.1108/JKM-02-2021-0155
Zhang, Z., & Min, M. (2022c). Project manager knowledge hiding, subordinates’ work-related stress and turnover intentions: empirical evidence from Chinese NPD projects. Journal of Knowledge Management, 26(8), 1921–1944. https://doi.org/10.1108/JKM-02-2021-0155
Zhong, J., Chen, Y., Yan, J., & Luo, J. (2022). The mixed blessing of cyberloafing on innovation performance during the COVID-19 pandemic. Computers in Human Behavior, 126. https://doi.org/10.1016/j.chb.2021.106982
