PERANAN SUSTAINABLE HRM PRACTICE TERHADAP JOB SATISFACTION DAN TURNOVER INTENTIONS PADA PERUSAHAAN MANUFAKTUR DI KOTA BATAM
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Ridhayati Farid(1*)
Program Sarjana Manajemen, Fakultas Bisnis dan Manajemen, University International Batam
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Elvi Juriana(2)
Program Sarjana Manajemen, Fakultas Bisnis dan Manajemen, University International Batam
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Dhita Hafizha Asri(3)
Program Sarjana Manajemen, Fakultas Bisnis dan Manajemen, University International Batam
(*) Corresponding Author
Keywords:
Sustainable HRM Practices, Job Satisfaction, Turnover Intentions, Meaning of Work
Abstract
This study aims to determine the impact of sustainable HRM practices on job satisfaction and turnover intentions, using work as a mediator. Sustainable HRM practice is an independent variable, while the dependent variable consists of job satisfaction and turnover intentions. This study uses the mediating variable, namely the meaning of work. The research was conducted by covering the population of employees of manufacturing companies in Batam City and collecting data using Google Form questionnaires. There were 330 respondents used as samples in this study, using PLS-SEM with Smart PLS 3 and SPSS software. The results of this study prove that sustainable HRM practice affects job satisfaction and turnover intentions. Meaning of work can affect job satisfaction. The results of this study also prove that sustainable HRM practice can affect job satisfaction with the meaning of work as a mediating variable.
Keywords: Sustainable HRM Practices; Job Satisfaction; Turnover Intentions; Meaning of Work
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Donal, M. M., & Shaidul, I. (2021). Analysis of the Influence of Employee Salaries, Job Stability, Job Enrichment on Employee Commitment with Job Satisfaction as Mediation. International Journal of Research and Innovation in Social Science , V(VI), 234–238.
Farid, R. (2022). Analisis Anteseden Kepuasan Kerja Tenaga Kesehatan di Kota Batam dalam menghadapi Pandemi Covid-19. Sang Pencerah: Jurnal Ilmiah Universitas Muhammadiyah Buton, 8(2), 458–476.
https://doi.org/10.35326/pencerah.v8i2.2224
Farid, R., & Clarissa, F. (2023). Pengaruh Lingkungan Kerja Dan Kompetensi Terhadap Kinerja Karyawan Pada Klinik Kecantikan Di Kota Batam Dimediasi Oleh Motivasi. Ekombis Sains: Jurnal Ekonomi, Keuangan Dan Bisnis, 8(2), 146–160. https://doi.org/10.24967/ekombis.v8i2.2377
Firdaus, N. D. (2023). Manajemen Sumber Daya Manusia yang Berkelanjutan Tinjauan Sistematis atas Bidang yang Sedang Berkembang. Research Gate.
Fortunisa, A., Sedyowidodo, U., Diah Novianti, M., & RA Djamaris, A. (2019). Your Employeeis Your Company Branding.
Ghislieri, C., Cortese, C. G., Molino, M., & Gatti, P. (2019). The relationships of meaningful work and narcissistic leadership with nurses’ job satisfaction. Journal of Nursing Management, 27(8), 1691–1699. https://doi.org/10.1111/jonm.12859
Ghozali, I. (2016a). Aplikasi Analisis Multivariete dengan Program IBM SPSS 23.
Ghozali, I. (2016b). Aplikasi Analisis Multivariete SPSS 23.
Ghozali, I. (2021). Structure Equation Modeling dengan Metode Alternatif Partial Least Squares (PLS).
Guerci, M., Decramer, A., Van Waeyenberg, T., & Aust, I. (2019). Moving Beyond the Link Between HRM and Economic Performance: A Study on the Individual Reactions of HR Managers and Professionals to Sustainable HRM. Journal of Business Ethics, 160(3), 783–800. https://doi.org/10.1007/s10551-018-3879-1
Hair, J. F., Hult, G. T. M., Ringle, C. M., Sarstedt, M., Danks, N. P., & Ray, S. (2021). Partial Least Squares Structural Equation Modeling (PLS-SEM) Using R. Springer International Publishing. https://doi.org/10.1007/978-3-030-80519-7
Hair, J. F., Risher, J. J., Sarstedt, M., & Ringle, C. M. (2019). When to use and how to report the results of PLS-SEM. European Business Review, 31(1), 2–24. https://doi.org/10.1108/EBR-11-2018-0203
Haque, A. (2021). Strategic HRM and Organisational Performance: Does Turnover Intention Matter? International Journal of Organizational Analysis, 29(3), 656–681. https://doi.org/10.1108/IJOA-09-2019-1877
Hitka, M., Schmidtová, J., Lorincová, S., Štarchoň, P., Weberová, D., & Kampf, R. (2021). Sustainability of Human Resource Management Processes through Employee Motivation and Job Satisfaction. Acta Polytechnica Hungarica, 18(2), 7–26. https://doi.org/10.12700/APH.18.2.2021.2.1
Hustanto, A. H., & Warsindah, L. (2022). Pengaruh Strategic HRM Practices Terhadap Turnover Intention Dimediasi Employee Satisfaction dan Work Engagement di Industri Telekomunikasi. Jurnal Ekonomi Efektif, 5(1), 131.
https://doi.org/10.32493/JEE.v5i1.23993
Islam, M. A., Jantan, A. H., Yusoff, Y. M., Chong, C. W., & Hossain, M. S. (2023). Green Human Resource Management (GHRM) Practices and Millennial Employees’ Turnover Intentions in Tourism Industry in Malaysia: Moderating Role of Work Environment. Global Business Review, 24(4), 642–662.
https://doi.org/10.1177/0972150920907000
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Published
2024-11-13
How to Cite
Farid, R., Juriana, E., & Asri, D. (2024). PERANAN SUSTAINABLE HRM PRACTICE TERHADAP JOB SATISFACTION DAN TURNOVER INTENTIONS PADA PERUSAHAAN MANUFAKTUR DI KOTA BATAM. Journal of Management : Small and Medium Enterprises (SMEs), 17(3), 1227-1244. https://doi.org/10.35508/jom.v17i3.17711
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