Meningkatkan Retensi Karyawan melalui Penyelarasan Visi dan Dukungan Organisasi: Bukti dari Pondok Tahfidz di Indonesia
DOI:
https://doi.org/10.70375/e-logis.v7i1.135Keywords:
Person-Organization Fit, Perceived Organizational Support, retensi karyawan, keselarasan visi, lingkungan kerja, kompensasi, pondok tahfidzAbstract
Retensi karyawan merupakan tantangan strategis bagi lembaga pendidikan berbasis agama, seperti pondok tahfidz di Indonesia, di mana tujuan organisasi erat kaitannya dengan misi spiritual. Penelitian ini mengkaji pengaruh keselarasan visi, lingkungan kerja, dan kompensasi terhadap retensi karyawan dalam konteks tersebut. Merujuk pada teori Person–Organization Fit dan Perceived Organizational Support theory, penelitian ini menggunakan pendekatan kuantitatif dengan teknik sensus yang melibatkan seluruh staf. Data dikumpulkan melalui kuesioner terstruktur dan dianalisis menggunakan regresi linier berganda. Hasil penelitian menunjukkan bahwa ketiga variabel—keselarasan visi, lingkungan kerja, dan kompensasi—berkontribusi secara signifikan terhadap retensi karyawan. Di antara ketiganya, keselarasan visi merupakan faktor yang paling dominan, yang menekankan pentingnya nilai dan tujuan bersama dalam membangun komitmen organisasi jangka panjang. Lingkungan kerja yang suportif serta kompensasi yang adil turut memperkuat retensi dengan memenuhi kebutuhan psikologis dan material karyawan. Temuan ini memberikan kontribusi terhadap pengembangan strategi manajemen sumber daya manusia yang efektif di lembaga berbasis nilai keagamaan, dengan menekankan pentingnya integrasi antara keselarasan nilai dan dukungan organisasi dalam kebijakan pengembangan serta retensi staf.
References
Badar, K., Aboramadan, M., & Plimmer, G. (2023). Despotic vs narcissistic leadership: differences in their relationship to emotional exhaustion and turnover intentions. International Journal of Conflict Management, 34(4), 818–837.
Bahadır, F., Yeşiltaş, M., Sesen, H., & Olaleye, B. R. (2024). The relation between perceived organizational support and employee satisfaction: the role of relational psychological contract and reciprocity ideology. Kybernetes, 53(1), 102–122.
Chowdhury, M. S., Yun, J., & Kang, D. (2021). Towards sustainable corporate attraction: the mediating and moderating mechanism of person–organization fit. Sustainability, 13(21), 11998.
Cicchetti, D. V. (1994). Guidelines, Criteria, and Rules of Thumb for Evaluating Normed and Standardized Assessment Instruments in Psychology. Psychological Assessment, 6(4), 284–290. https://doi.org/10.1037/1040-3590.6.4.284
Cohen, J. (2013). Statistical power analysis for the behavioral sciences. routledge.
Creswell, J. W. (2021). A concise introduction to mixed methods research. SAGE publications.
Cronbach, L. J. (1946). Response sets and test validity. Educational and Psychological Measurement, 6(4), 475–494. https://doi.org/10.1177/001316444600600405
Dechawatanapaisal, D. (2022). Linking workplace social support to turnover intention through job embeddedness and work meaningfulness. Journal of Management & Organization, 1–23.
Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71(3), 500.
Eisenberger, R., Rhoades Shanock, L., & Wen, X. (2020). Perceived Organizational Support: Why Caring about Employees Counts. Annual Review of Organizational Psychology and Organizational Behavior, 7, 101–124. https://doi.org/10.1146/annurev-orgpsych-012119-044917
Fadahunsi, O. (2022). Strategies for Reducing Employee Turnover in Small and Medium Enterprises. Walden University.
Farooqui, M. S., & Nagendra, A. (2014). The impact of person organization fit on job satisfaction and performance of the employees. Procedia Economics and Finance, 11, 122–129.
Fitri, S. (2024). Evaluation of compensation policies and their impact on employee retention in the food industry. Involvement International Journal of Business, 1(1), 43–59.
Gelencsér, M., Szabó-Szentgróti, G., Kőmüves, Z. S., & Hollósy-Vadász, G. (2023). The holistic model of labour retention: The impact of workplace wellbeing factors on employee retention. Administrative Sciences, 13(5), 121.
Hair Jr, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2010). Multivariate data analysis. In Multivariate data analysis (p. 785).
Hom, P. W., Lee, T. W., Shaw, J. D., & Hausknecht, J. P. (2017). One hundred years of employee turnover theory and research. Journal of Applied Psychology, 102(3), 530.
Kristof‐Brown, A. L., Zimmerman, R. D., & Johnson, E. C. (2005). Consequences OF INDIVIDUALS’FIT at work: A meta‐analysis OF person–job, person–organization, person–group, and person–supervisor fit. Personnel Psychology, 58(2), 281–342.
Margaretha, M., Zaniarti, S., & Indrawan, D. (2023). Mediating Role of Employee Engagement on Person-Organization Fit and Turnover Intention in Indonesia. International Journal of Professional Business Review: Int. J. Prof. Bus. Rev., 8(7), 7.
Memon, M. A., Salleh, R., Nordin, S. M., Cheah, J.-H., Ting, H., & Chuah, F. (2018). Person-organisation fit and turnover intention: the mediating role of work engagement. Journal of Management Development, 37(3), 285–298.
Miller, J. M., & Youngs, P. (2021). Person-organization fit and first-year teacher retention in the United States. Teaching and Teacher Education, 97, 103226.
ÖZTÜRK ÇİFTCİ, D. (2021). Emotional exhaustion as a mediator among workplace loneliness, work alienation and turnover intention. International Journal of Organization Theory & Behavior, 24(2), 93–106.
Poku, C. A., Donkor, E., & Naab, F. (2022). Impacts of nursing work environment on turnover intentions: the mediating role of burnout in Ghana. Nursing Research and Practice, 2022(1), 1310508.
Sharif, S. P., Bolt, E. E. T., Ahadzadeh, A. S., Turner, J. J., & Nia, H. S. (2021). Organisational support and turnover intentions: A moderated mediation approach. Nursing Open, 8(6), 3606.
Shrestha, P., & Prajapati, D. K. (2023). Human resource management practices and employee retention. Journal of Balkumari College, 12(1), 1–9.
Tao, Z. (2018). The Relationship of Perceived Organizational Support to Affective Commitment, Emotional Exhaustion and Turnover Intention: A Study of General Practitioners in Shanghai Community Health Centers in China. ISCTE-Instituto Universitario de Lisboa (Portugal).
Winarno, A., Prasetio, A. P., Luturlean, B. S., & Wardhani, S. K. (2022). The link between perceived human resource practices, perceived organisational support and employee engagement: A mediation model for turnover intention. SA Journal of Human Resource Management, 20, 1802.
Wong, A. H. K., & Cheung, F. (2024). The impacts of work-from-home goal alignment on employee well-being and turnover intentions: the mediating role of work engagement. Asian Journal of Business Ethics, 13(Suppl 1), 87–107.
Yusliza, M. Y., Noor Faezah, J., Ali, N., Mohamad Noor, N. M., Ramayah, T., Tanveer, M. I., & Fawehinmi, O. (2021). Effects of supportive work environment on employee retention: the mediating role of person–organisation fit. Industrial and Commercial Training, 53(3), 201–216.
