Peran Komitmen Organisasi sebagai Mediasi pada Pengaruh Talent Management terhadap Employee Retention
Abstract
The purpose of the study is to test the effect between talent management on employee retention mediated by the organization's commitment. The study is deductive approaches and quantitative methods. The quantitative study uses 29 structured questionnaire items distributed to 80 employees in PT. Melu Bangun Wiweka (MBW) by using an probability sampling technique. As many as 80 surveys can be collected and used. And the analysis uses a software modelling SmartPLS 3.0. Discovery in this study has had a positive and significant impact between talent management on employee retention, talent management on organization’s commitment, and organization’s commitment on employee retention. To further mediation regarding the role of mediation the organization's commitment between variable talent management and employee retention shown by model boostrapping by using SmartPLS and findings, reveals that of the three hypothesis roles of organization’s commitment mediation there are significantly effects between variables and manage between those talent management variables and employee retention. Therefore, the company has set the stage for improving the talent managemen and organization’s commitment to increase of employee retention.
Keywords:
Talent Management; Employee Retention; Organization’s Commitment
References
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Ekhsan M, Sudiro A, Mugiono M and Hussein AS(2022) Employee Retention and Change Management During Times of Uncertainty. Front. Psychol. 13:916709. doi:10.3389/fpsyg.2022.916709
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Markos, S., & Sridevi, M. S. (2010). Employee engagement: The key to improving performance. International Journal of Business and Management, 5(12), 89.
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Mugambwa, S. M. (2018). The Effect of talent management practices on employee retention in state corporations in Uganda: a case of National Social Security Fund. Strathmore University.
Nobarieidishe, S., Chamanifard, R., & Nikpour, A. (2014). The relationship between talent management and organizational commitment in international division of Tejarat Bank, Iran. European Online Journal of Natural and Social Sciences, 3(4), pp-1116.
Oladapo, V. (2014). The impact of talent management on retention. Journal of Business Studies Quarterly, 5(3), 19.
Pa’wan, F., & Said, I. (2020). Strengthening Talent Management in Enhancing Organizational Commitment in Developing Countries. Revista Argentina de Clínica Psicológica, 29(4), 67.
Porter, L. W., & Steers, R. M. (1973). Organizational, work, and personal factors in employee turnover and absenteeism. Psychological Bulletin, 80(2), 151.
Ragupathi, D. (2013). The employee retention practices of MNCS in Hyderabad. Research Journal of Management Sciences, 2(4), 21–24.
Ramlall, 2003. (2003). Organizational application managing employee retention as a strategy for increasing organizational competitiveness. Applied HRM Research, 8(2), 63–72.
Ratnawati, D. P. D., & Subudi, M. (2018). Pengaruh Talent Management Terhadap Employee Retention Dengan Employee Engagement Sebagai Variabel Mediasi Fakultas Ekonomi dan Bisnis Universitas Udayana , Bali , Indonesia Persaingan usaha pada era milenium saat ini ditandai dengan perubahan iklim bisni. E-Jurnal Manajemen Unud, 7(11), 6299–6325.
Sujarweni, V. W. (2015). Metodologi penelitian bisnis dan ekonomi.
Sumarni, M. (2011). Pengaruh employee retention terhadap turnover intention dan kinerja karyawan. Akmenika Upy, 8, 20–47.
Sweem, S. L. (2009). Leveraging employee engagement through a talent management strategy: optimizing human capital through human resources and organization development strategy in a field study. Benedictine university.
Tanwar, K., & Prasad, A. (2016). Exploring the relationship between employer branding and employee retention. Global Business Review, 17(3_suppl), 186S-206S.
Wijayanti, C. W., & Nurtjahjanti, H. (2015). Perceived Organizational Support dan Retensi Pada Karyawan PKWT Proyek Dermaga Petikemas PT. PP (Persero) Jakarta. Empati, 4(1), 49–54.
Wright, P. M., & McMahan, G. C. (2011). Exploring human capital: putting ‘human’back into strategic human resource management. Human Resource Management Journal, 21(2), 93–104.
Yiğit, İ. (2016). The effect of organizational commitment on the social exchange and organizational socialization: a study in research and practice hospital of Kocaeli University. Kafkas Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 7(12), 25–50.
Anitha, J. (2016). Role of Organisational Culture and Employee Commitment in Employee Retention. ASBM Journal of Management, 9(1).
Aula rahmawati, h. (2018). pengaruh manajement talenta terhadap kinerja karyawan melalui retensi karyawan pada pd. bpr bank daerah lamongan. Jurnal Ilmu Manajemen (JIM), 7(2).
Darmika, N. K. A. P., & Sriathi, A. A. A. (2019). Pengaruh Pengembangan Karier, Komitmen Organisasional dan Perceived Organizational Support terhadap Retensi Karyawan. E-Jurnal Manajemen, 8(7), 4153–4182.
Dewi, K. O. E., & Riana, I. G. (2019). Pengaruh Pengembangan Karir, Kompensasi dan Komitmen Organisasional terhadap Retensi Karyawan pada Bintang Kuta Hotel. E-Jurnal Manajemen, 8(2), 876–902.
Dhanalakshmi, R. V, & Gurunathan, K. B. (2014). A study on talent management as a strategy to influence employee engagement and its affect on the organizational outcome. International Journal of Business and Administration Research Review, 2(4), 183–186.
Ekhsan M, Sudiro A, Mugiono M and Hussein AS(2022) Employee Retention and Change Management During Times of Uncertainty. Front. Psychol. 13:916709. doi:10.3389/fpsyg.2022.916709
Farndale, E., Scullion, H., & Sparrow, P. (2010). The role of the corporate HR function in global talent management. Journal of World Business, 45(2), 161–168.
Friday, E. O., & Sunday, M. (2019). Talent Management and Workers’ Commitment: Oil & Gas Firms in Nigeria. SEISENSE Journal of Management, 2(3), 1–15.
Ghozali, I. (2006). Aplikasi Structural Equation Modeling. Metode Alternatif Dengan Partial Least Square (PLS), Edisi Pertama, Badan Penerbit Universitas Diponegoro, Semarang.
Hafanti, O., & Lubis, R. (2015). Pengaruh Kompensasi, Lingkungan Kerja dan Desain Tugas Terhadap Kepuasan Kerja dan Dampaknya Terhadap Retensi Karyawan Palang Merah Indonesia Provinsi Aceh. Jurnal Manajemen Pascasarjana Universitas Syiah Kuala, 4(1).
Irmawaty, I., & Hamdani, M. (2016). PENGARUH TALENT MANAGEMENT TERHADAP PENGEMBANGAN KARIR PEGAWAI DI UNIVERSITAS TERBUKA. Jurnal Organisasi Dan Manajemen, 12(2), 97–104.
Isfahani, A. C.-, & Boustani, H. (2014). Effects of Talent Management on Employees Retention: The Mediate Effect of Organizational Trust. International Journal of Academic Research in Economics and Management Sciences, 3(5), 114–128. https://doi.org/10.6007/ijarems/v3-i5/1196
Jahangiri, Y., & Gilaninia, S. (2017). Impact of Talent Management on Improving Organizational Processes. NG-Journal of Social Development, 417(4260), 1–4.
Karthi, R., & Devi, P. J. (2012). A study on employee retention in leading multinational automobile sector in India. International Journal of Management Research and Reviews, 2(9), 1474.
Katili, P. B., Wahyuni, N., & Wildan, M. (2015). Pengaruh Manajemen Talenta dan Kompetensi terhadap Kinerja Karyawan.
Koltapeh, M., Forotageh, E., Afruz, D., & Hossein, M. (2015). Surveying the relationship between talent management and organizational health of employees of General Directorate of Youth and Sports of Ardabil Province. Research Journal of Sport Sciences, 3(3), 59–65.
Kusumowardani, A., & Suharnomo, S. (2016). Analisis Pengaruh Manajemen Talenta dan Global Mindset Terhadap Kinerja Karyawan Dan Turnover Intention Dengan Komitmen Organisasi Sebagai Variabel Intervening (Studi Pada Karyawan PT. Cipta Busana Mandiri Demak). Diponegoro Journal of Management, 5(3), 146–160.
Logan, J. K. (2000). Retention tangibles and intangibles. Training & Development, 54(4), 48.
Mahjoub, M., Atashsokhan, S., Khalilzadeh, M., Aghajanloo, A., & Zohrehvandi, S. (2018). Linking “Project Success” and “Strategic Talent Management”: satisfaction/motivation and organizational commitment as mediators. Procedia Computer Science, 138, 764–774.
Markos, S., & Sridevi, M. S. (2010). Employee engagement: The key to improving performance. International Journal of Business and Management, 5(12), 89.
Mathis, R. L., Jackson, J. H., & ranjan Tripathy, M. (2012). Human Resource Management: A South-asian Perspective. Cengage Learning.
Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1(1), 61–89.
Mugambwa, S. M. (2018). The Effect of talent management practices on employee retention in state corporations in Uganda: a case of National Social Security Fund. Strathmore University.
Nobarieidishe, S., Chamanifard, R., & Nikpour, A. (2014). The relationship between talent management and organizational commitment in international division of Tejarat Bank, Iran. European Online Journal of Natural and Social Sciences, 3(4), pp-1116.
Oladapo, V. (2014). The impact of talent management on retention. Journal of Business Studies Quarterly, 5(3), 19.
Pa’wan, F., & Said, I. (2020). Strengthening Talent Management in Enhancing Organizational Commitment in Developing Countries. Revista Argentina de Clínica Psicológica, 29(4), 67.
Porter, L. W., & Steers, R. M. (1973). Organizational, work, and personal factors in employee turnover and absenteeism. Psychological Bulletin, 80(2), 151.
Ragupathi, D. (2013). The employee retention practices of MNCS in Hyderabad. Research Journal of Management Sciences, 2(4), 21–24.
Ramlall, 2003. (2003). Organizational application managing employee retention as a strategy for increasing organizational competitiveness. Applied HRM Research, 8(2), 63–72.
Ratnawati, D. P. D., & Subudi, M. (2018). Pengaruh Talent Management Terhadap Employee Retention Dengan Employee Engagement Sebagai Variabel Mediasi Fakultas Ekonomi dan Bisnis Universitas Udayana , Bali , Indonesia Persaingan usaha pada era milenium saat ini ditandai dengan perubahan iklim bisni. E-Jurnal Manajemen Unud, 7(11), 6299–6325.
Sujarweni, V. W. (2015). Metodologi penelitian bisnis dan ekonomi.
Sumarni, M. (2011). Pengaruh employee retention terhadap turnover intention dan kinerja karyawan. Akmenika Upy, 8, 20–47.
Sweem, S. L. (2009). Leveraging employee engagement through a talent management strategy: optimizing human capital through human resources and organization development strategy in a field study. Benedictine university.
Tanwar, K., & Prasad, A. (2016). Exploring the relationship between employer branding and employee retention. Global Business Review, 17(3_suppl), 186S-206S.
Wijayanti, C. W., & Nurtjahjanti, H. (2015). Perceived Organizational Support dan Retensi Pada Karyawan PKWT Proyek Dermaga Petikemas PT. PP (Persero) Jakarta. Empati, 4(1), 49–54.
Wright, P. M., & McMahan, G. C. (2011). Exploring human capital: putting ‘human’back into strategic human resource management. Human Resource Management Journal, 21(2), 93–104.
Yiğit, İ. (2016). The effect of organizational commitment on the social exchange and organizational socialization: a study in research and practice hospital of Kocaeli University. Kafkas Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 7(12), 25–50.
Published
2022-06-01
How to Cite
Ekhsan, M., & Sari, D. (2022). Peran Komitmen Organisasi sebagai Mediasi pada Pengaruh Talent Management terhadap Employee Retention. Jesya (Jurnal Ekonomi Dan Ekonomi Syariah), 5(2), 1609-1620. https://doi.org/https://doi.org/10.36778/jesya.v5i2.769
Section
Articles
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