Abstract
<em>The meeting between generations is now starting to be felt in all organizations, and new things in Human Resources management. Differences in character, motivation, and characteristics in each create a contribution to the human resource management of an organization/company. This study aims to analyze Y-generation employees at ATC (Air Traffic Control) by examining the relationship between variables, perceived organizational support, job satisfaction, quality culture, and intention to move. The research object is ATC employees of seven airports in Indonesia with a total population of 620. The sample of this study is Y-generation of the ATC employees, which is as many as 225, with a purposive sampling method. Research data processing using AMOS version 24 with job satisfaction as the second-order (internal and external dimensions). The results showed that perceived organizational support and quality culture affected turnover intention which was moderated by job satisfaction. This research is expected to contribute to the understanding of job satisfaction which consists of external and internal dimensions that affect Y-generation in turnover intention.</em>
Highlights
The meeting between generations is starting to be felt in all organizations, and new things in Human Resources management
This study aims to analyze Y-generation employees at ATC (Air Traffic Control) by examining the relationship between variables, perceived organizational support, job satisfaction, quality culture, and intention to move
The results showed that perceived organizational support and quality culture affected turnover intention which was moderated by job satisfaction
Summary
Perusahaan adalah tempat kerja sebagai tempat bertemunya tenaga kerja multi generasi yang ditandai oleh berbagai mentalitas dan prioritas generasi. Usia pekerja berpengaruh pada turnover intention (TI) dan tergantung pada jenis organisasi maupun masa kerja, serta keterlibatannya dalam perusahaan (Emiroğlu, Akova, & Tanrıverdi, 2015), Usia merupakan faktor yang mempengaruhi TI, sehingga karyawan muda cenderung berkeinginan untuk meninggalkan perusahaan, karena ia ingin mendapatkan pekerjaan yang lebih baik (Prawitasari, 2016). Penelitian ini untuk mengetahui lebih lanjut sejauh mana asumsi yang diusulkan valid dalam kasus obyek perusahaan milik pemerintah di bidang transportasi udara, khususnya karyawan ATC. Kondisi inilah yang menyebabkan perlunya perhatian terhadap karyawan ATC untuk selalu bekerja prima, sehingga mereka dapat merasakan kepuasan dalam pekerjaannya dan memberikan kontribusi pada komitmen organisasi dengan lebih baik. Karyawan yang memiliki kesempatan baik dapat menjadi stress, apabila ia tidak mendapatkan dukungan dari organisasi dan berpotensi memunculkan turnover intention (Ratnasari & Prasetyo, 2018). Mempertahankan karyawan yang berpotensi sangat penting bagi perusahaan, sedangkan efektifitas, efisiensi, dan dukungan dari organisasi atau perceived organizational support (POS) merupakan faktor penting bagi manajer dan karyawan (Jayasundera, Jayakody, & Jayawardana, 2017)
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