Abstract
This research objective is investigate the influences among competency, organizational hygiene factor, career scaffold, employees’ job performance and employees’ turnover intentions in The Seminyak Beach Resort & Spa. A survey was conducted among a sample of 242 employees at the Seminyak Beach Resort & Spa through purposive sampled with bipolar adjective scale questionnaire but only 189 qualified respondent data could be tabulated, those were analyzed using Structural Equation Modeling via AMOS 22.0. According the result of the analysis, competency had positive and significant influence toward employees’ job performance (λ = 0,228, CR = 2,759, ρ =0,006) but it had negative influence toward career scaffold (λ = -0,141, CR = -2,123, ρ =0,034). Otherwise, organizational hygiene factor able to give positive influence toward career scaffold (λ = 0,840, CR =8,705, ρ =***) and employees’ job performance (λ = 0,206, CR =1,133, ρ = 0,257) but it had negative influence on employees’ turnover intentions (λ = -0,162, CR = -0,914, ρ =0,361). Also career scaffold as intervening variable able to give positive and significant influence for both employees’ job performance (λ = 0,555, CR =2,919, ρ =0,004) and employees’ turnover intentions (λ = 0,605, CR =2,938, ρ =0,003). In the meantime, employees’ job performance had positive and significant influence toward employees’ turnover intentions (λ = 0,492, CR =3,516, ρ =***). The Research limitations/implications – Limitations in this research showed other outside factor still giving influence and it might be able to add more variables for next research. Practical implications – The findings provide for a better understanding of how organizational hygiene factor can control employees’ turnover intention and it as a trigger to boost employees’ job performance through career scaffold. Keyword: Competency, Organizational Hygiene Factor, Career Scaffold, Employees’ Job Performance And Employees’ Turnover Intentions
Highlights
ABSTRAK Penelitian ini bertujuan untuk mengetahui pengaruh kompetensi, organizational hygiene factor, jenjang karir karyawan, kinerja karyawan dan turnover intentions karyawan di The Seminyak Beach Resort & Spa
Practical implications – The findings provide for a better understanding of how organizational hygiene factor can control employees’ turnover intention and it as a trigger to boost employees’ job performance through career scaffold
International Journal of Manpower Vol 15, No 9, 1-14
Summary
Banyaknya jumlah hotel di Bali selain mampu menyerap tenaga kerja yang ada, pertumbuhan ini juga menciptakan tingkat turnover karyawan hotel yang tinggi, disebabkan oleh beberapa hal seperti ; keinginan mendapatkan peningkatan salary and benefit, pengembangan karir, peraturan dan kebijakan hotel yang tidak sesuai dengan karyawan itu sendiri, dan lokasi hotel yang baru dibangun lebih dekat dengan rumah karyawan yang bersangkutan. Seperti studi yang dilakukan oleh Herzberg tahun 1959 dalam bukunya The Motivation to Work, dengan melakukan wawancara dengan beberapa karyawan mengenai kesenangan dan ketidaksenangan mereka terhadap pekerjaan yang dilakukan. Herzberg menemukan ada beberapa faktor yang menyebabkan kepuasan kerja (presumably motivation) sangat berbeda dengan alasan yang menyebabkan job dissatisfaction. Social-role meliputi sikap yang dimilki seseorang dan ditunjukkan sebagai ciri dalam masyarakat misalnya: leader, Self-Image adalah pandangan orang terhadap diri sendiri, terefleksi dalam aktivitas, seperti: menjadi ahli karena beberapa proses. Menurut Herzberg (1959), suatu pekerjaan dapat menghasilkan kepuasan yang signifikan, faktor yang diperlukan untuk hal tersebut sangat berbeda dengan faktor ketidakpuasan kerja. Herzberg (1987) dalam jurnal “One More Time: How Do You Motivate Employees” meyakini bahwa para manager harus memotivasi karyawan dengan mengadopsi pendekatan demokratis untuk mengelola dan memperbaiki lingkungan dan isi dari pekerjaan yang spesifik. Job Rotation, memindahkan posisi kerja secara bergiliran dari satu tempat ke tempat yang lain, dengan tujuan pemerataan kemampuan dan mengindari tugas yang monoton
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