Pengaruh Reward dan Recognition terhadap Turnover Intention yang Dimediasi Employee Engagement di Industri Tekstil Sragen
DOI:
https://doi.org/10.36312/ej.v6i2.2929Keywords:
Reward dan Recognition, Employee Engagement, Turnover IntentionAbstract
Penelitian ini bertujuan untuk menganalisis pengaruh reward dan recognition terhadap turnover intention dengan employee engagement sebagai variabel mediasi pada karyawan produksi di industri tekstil Kabupaten Sragen, dilakukan pada 26–30 Mei 2025. Penelitian ini menjelaskan hubungan kausal antar variabel dalam konteks tingginya turnover intention di tengah meningkatnya ekspor tekstil, tingginya angka pengangguran, dan PHK massal. Lokasi penelitian di empat perusahaan tekstil di Sragen, Jawa Tengah, yang dipilih karena melalui teknik purposive sampling serta representatif terhadap tantangan industri lokal. Instrumen penelitian berupa kuesioner skala Likert dengan 17 pernyataan, telah diuji validitas dan reliabilitas. Data dianalisis menggunakan Partial Least Squares Structural Equation Modeling (PLS-SEM) dengan software SmartPLS. Hasil penelitian menunjukkan bahwa reward dan recognition berpengaruh negatif dan signifikan terhadap turnover intention serta positif dan signifikan terhadap employee engagement. Employee engagement berpengaruh negatif dan signifikan terhadap turnover intention dan memediasi hubungan antara reward dan recognition dengan turnover intention Temuan ini menyimpulkan bahwa reward dan recognition yang efektif meningkatkan keterlibatan karyawan, sehingga menurunkan niat keluar. Penelitian ini merekomendasikan strategi reward dan recognition untuk meningkatkan retensi karyawan.
The Effect of Reward and Recognition on Turnover Intention Mediated by Employee Engagement in the Sragen Textile Industry
Abstract
This study aims to analyze the effect of reward and recognition on turnover intention with employee engagement as a mediating variable on production employees in the textile industry in Sragen Regency, conducted on May 26-30, 2025. This study explains the causal relationship between variables in the context of high turnover intention amidst increasing textile exports, high unemployment rates, and mass layoffs. The research location was four textile companies in Sragen, Central Java, which were chosen because they used purposive sampling techniques and were representative of local industry challenges. The research instrument in the form of a Likert scale questionnaire with 17 statements, has been tested for validity and reliability. Data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS software. The results showed that reward and recognition had a negative and significant effect on turnover intention and a positive and significant effect on employee engagement. Employee engagement had a negative and significant effect on turnover intention and mediated the relationship between reward and recognition with turnover intention. These findings conclude that effective reward and recognition increase employee engagement, thereby reducing turnover intention. This study recommends reward and recognition strategies to improve employee retention.
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