Dampak kualitas kehidupan kerja dan motivasi prososial terhadap komitmen organisasi dan turnover intention pada generasi milenial di industri digital

Harahap, Sarah Fauziah (2021) Dampak kualitas kehidupan kerja dan motivasi prososial terhadap komitmen organisasi dan turnover intention pada generasi milenial di industri digital. Bachelor thesis, Universitas Pelita Harapan.

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Abstract

Sumber Daya Manusia (SDM) adalah aset terpenting di dalam sebuah organisasi yang berfungsi untuk menggerakkan sumber daya lainnya. SDM pada perusahaan dapat mempengaruhi efisiensi dan efektivitas perusahaan. Oleh sebab itu, tenaga kerja yang yang berkinerja baik harus dipertahankan sebagai bentuk investasi karyawan sebagai suatu SDM. Perusahaan industri digital perlu mengatur SDM sebaik mungkin untuk tercapainya tujuan perusahaan secara efektif. Cara tersebut dilakukan dengan senantiasa melakukan investasi untuk penerimaan karyawan baru, penyeleksia, dan mempertahankan SDM sebaik mungkin untuk mempertahankan SDM yang memiliki potensial agar tidak berdampak pada perpindahan karyawan (turnover). Penelitian ini menggunakan metode kuantitatif, dengan pengumpulan data melalui kuesioner dari responden yang bekerja pada industry digital. Responden pada penelitian ini berjumlah 90 responden. Pengolahan data pada penelitian ini menggunakan PLS-SEM. Hasil penelitian ini menunjukkan bahwa Kualitas kehidupan kerja berpengaruh positif terhadap komitmen organisasi; motivasi prososial berpengaruh positif terhadap komitmen organisasi; dan komitmen organisasi berpengaruh negatif terhadap turnover intention./Human Resources (HR) is the most important asset in an organization whose function is to mobilize other resources. HR in the company can affect the efficiency and effectiveness of the company. Therefore, a well-performing workforce must be maintained as a form of employee investment as an HR. Digital industrial companies need to manage their human resources as best as possible to achieve company goals effectively. This method is carried out by constantly investing in recruiting new employees, selecting, and maintaining human resources as best as possible to maintain potential human resources so as not to have an impact on employee turnover. This research uses quantitative methods, by collecting data through questionnaires from respondents who work in the digital industry. Respondents in this study were 90 respondents. Processing data in this study using PLS-SEM. The results of this study indicate that the quality of work life has a positive effect on organizational commitment; prosocial motivation has a positive effect on organizational commitment; and organizational commitment has a negative effect on turnover intention.

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