Strategi Retensi dan Talenta Gen Z terhadap Loyalitas dan Turnover Intention: Studi Startup Kreatif Jawa Barat
DOI:
https://doi.org/10.58812/jmws.v5i04.3333Kata Kunci:
Strategi Retensi, Manajemen Talenta, Loyalitas Karyawan, Niat untuk Pindah, Generasi ZAbstrak
Penelitian ini mengkaji pengaruh strategi retensi dan manajemen talenta terhadap loyalitas karyawan serta niat untuk keluar di kalangan karyawan Generasi Z yang bekerja di perusahaan rintisan kreatif di Jawa Barat. Dengan menggunakan pendekatan kuantitatif, data dikumpulkan dari 135 responden melalui kuesioner terstruktur yang diukur menggunakan skala Likert. Data dianalisis menggunakan SmartPLS 3 dengan metode Structural Equation Modeling–Partial Least Squares (SEM-PLS) untuk mengevaluasi model pengukuran dan model struktural. Hasil menunjukkan bahwa strategi retensi dan manajemen talenta memiliki efek positif yang signifikan terhadap loyalitas karyawan dan efek negatif yang signifikan terhadap niat untuk keluar. Selain itu, loyalitas karyawan ditemukan memiliki pengaruh negatif terkuat terhadap niat untuk keluar dan berperan sebagai mediator parsial dalam hubungan antara strategi retensi, manajemen talenta, dan niat untuk keluar. Temuan ini menyoroti pentingnya menyelaraskan praktik organisasi dengan ekspektasi Generasi Z, terutama dalam menyediakan peluang pengembangan karier, lingkungan kerja yang mendukung, dan keterlibatan yang bermakna. Studi ini berkontribusi pada literatur dengan menawarkan model empiris terintegrasi dalam konteks startup kreatif dan memberikan implikasi praktis bagi organisasi yang ingin meningkatkan stabilitas tenaga kerja dan mengurangi turnover.
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