Turnover intention of marketing employees in the leasing industry: Influencing factors
Article Sidebar
Main Article Content
Abstract
The intention to switch jobs is the desire to resign by employees, influenced by various internal and external factors, and it can have adverse consequences for a company in terms of recruitment costs and providing training to employees. The research background for this study is the intention of an individual in a managerial position (manager) within a company, particularly in the marketing division, which tends to have a relatively high turnover intention compared to other divisions. Therefore, the objective of this research is to analyze the factors influencing the intention to switch jobs among marketing division managers and how both the marketing division managers and the company address this issue. The research method used in this study is qualitative. This research focuses on the factors influencing the desire of marketing manager employees to switch jobs and how the marketing division managers and the company address this desire to switch. Through data collection using interviews, the research found that the desire to switch marketing managers is influenced by organizational commitment factors, which include the material responsibilities that employees must bear when consumers lapse and a lack of support from leadership
Downloads
Article Details
Bothma, C. F. C., & Roodt, G. (2013). The validation of the turnover intention scale. Journal of Human Resource Management, 11(1), 1–12. https://doi.org/10.4102/sajhrm.v11i1.507
Budhwar, P., & Varma, A. (2010). Pengantar editor tamu: Pola-pola HRM yang muncul di Indonesia lingkungan ekonomi India yang baru. Manajemen Sumber Daya Manusia, 49(3), 345–351.
Chaniago, N.S. (2018). Pengaruh Insentif dan Gaya Kepemimpinan Terhadap Semangat Kerja Karyawan Pada PDAM Tirtanadi Medan. Abdi Ilmu, 1(1), 63-76.
Djastuti, I. (2011). Pengaruh Karakteristik Pekerjaan Karyawan Tingkat Managerial Perusahaan Jasa Konstruksi di Jawa Tengah. Jurnal Bisnis Dan Akuntansi, 13(1), 1–19.
Ertureten, A., Cemalcilar, Z., & Aycan, Z. (2013). The relationship of downward mobbing with leadership style and organizational attitudes. Journal of Business Ethics, 116(1), 205-216.
Fajrin, I. Q. H. S. (2018). Pengaruh Gaya Kepemimpinan Terhadap Kinerja Karyawan Dengan Motivasi Sebagai Variabel Intervening (Studi pada Karyawan Pabrik Gula Kebon Agung Malang). Jurnal Administrasi Bisnsis (JAB), 61 (4), 117-124.
Faridah., Gustini2., Salehan2., Riyanto. (2022). The Turnover Intention Influenced by Job Satisfaction and Organizational Commitment. International Journal of Social, 5(5), 334-340.
Hamid, R. D. S. D. (2017). Studi pada Karyawan Divisi Human Resources Management Compensation and Benefits PT. Freeport Indonesia. Jurnal Administrasi Bisnis (JAB), 42(1), 189-198.
Suprianto, D. Y. E. (2014). Pengaruh Gaya Kepemimpinan dan Tingkat Pendidikan Terhadap Kinerja Karyawan pada Direktorat Operasi/Produksi PT. X. Indept, 4(1).
Hasibuan, Malayu S.P. (2017). Manajemene Sumber Daya Manusia. Jakarta: Bumi Aksara.
Holtom, B., Mitchell, T., Lee, T., & Eberly, M. (2008). 5 omset dan retensi Penelitian: melirik masa lalu, tinjauan lebih dekat dari sekarang, dan usaha ke masa depan. Akademi Manajemen Annals, 2(1), 231–274.
Katsikea, E., Theodosiou, M., & Morgan, R. E. (2014). Why people quit?: Explaining employee turnover intentions among export sales managers. International Business Review, 13. https://doi.org/10.1016/j.ibusrev.2014.08.009
Lai, M., & Chen, Y. (2012). Self-Efficacy, Effort, Job Performance, Job Satisfaction, and Turnover Intention?: The Effect of Personal Characteristics on Organization Performance. International Journal of Innovation, Management and Technology, 3(4), 387–391.
Norma, M., Rahmi, F., & Ilmi, Z. (2017). Pengaruh daya tarik program insentif dan orientasi kapabilitas supervisor terhadap keinginan pindah kerja The effect of the appeal of the incentive program and the orientation of the supervisor ’ s capabilities on the desire to move work. Journal FEB UNMUL, 14(1), 40–51.
Peterson, S. L. (2009). Managerial turnover in US retail organizations. Journal of Management Development, 26(8), 770–789. https://doi.org/10.1108/02621710710777273
Roodt, G., & B. (1997). Die koste van vrywillige, beheerbare arbeidsomset (The cost of voluntary, controlable labour turnover). Journal of Industrial Psychology, 23(1), 26–30.
Sari, E., & Dwiarti, R. (2018). Pendekatan Hierarki Abraham Maslow pada Prestasi Kerja Karyawan Pt. Madubaru (PG Madukismo) Yogyakarta. Jurnal Perilaku Dan Strategi Bisnis, 6(1), 58–77. https://doi.org/10.26486/jpsb.v6i1
Shin, Koh, & S. (2015). Information processing model to measure important determinants on job satisfaction YB Shin. Journal of Business and Retail Management Research, 9(2), 100–109.
Slavianska, V. (2012). Measuring The Impact of Human Resource Management Practices on Employee Turnover. Resource, 4, 63–73.
Stewart, B. (1994). EVAtm: Fact and Fantasy. Journal of Applied Corporate Finance, 7(2), 71–84.
Sulu, S., Ceylan, A., & Kaynak, R. (2010). Work Alienation as a Mediator of the Relationship between Organizational Injustice and Organizational Commitment?: Implications for Healthcare Professionals. International Journal of Business and Management, 5(8), 27–38.
Sutanto, E. M., & Gunawan, C. (2013). Kepuasan Kerja, Komitmen Organisasional dan Turnover Intentions. Mitra Ekonomi Dan Manajemen Bisnis, 4(1), 76–88. Retrieved from http://repository.petra.ac.id/id/eprint/16051
Udo, G. J., Guimãrães, T., & Igbaria, M. (2011). An investigation of the intention of manufacturing plant managers. International Journal of Operations & Production Management, 17(9), 912–930.
Wahyuni, A. S., Zaika, Y., & Anwar, R. (2014). Analisis Faktor-Faktor yang Mempengaruhi Turnover Intention (Keinginan Berpindah) Karyawan Pada Perusahaan Jasa Kontruksi. Rekayasa Sipil, 8(2), 89–95.
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.