Analisis Kompensasi Berbasis Kesejahteraan Holistik Terhadap Turnover Intention Karyawan

Gatot Budiyanto; Halwatiah; Adianto; Rizki Hamdani; Rusmana; Edi Mulyadi

doi:10.64476/jtbc.v1i2.8

Penulis

Gatot Budiyanto Magister Manajemen, Fakultas Ekonomi dan Bisnis, Universitas Islam Syekh-Yusuf, Tangerang, Banten.
Halwatiah Magister Manajemen, Fakultas Ekonomi dan Bisnis, Universitas Islam Syekh-Yusuf, Tangerang, Banten.
Adianto Magister Manajemen, Fakultas Ekonomi dan Bisnis, Universitas Islam Syekh-Yusuf, Tangerang, Banten.
Rizki Hamdani Magister Manajemen, Fakultas Ekonomi dan Bisnis, Universitas Islam Syekh-Yusuf, Tangerang, Banten.
Rusmana Magister Manajemen, Fakultas Ekonomi dan Bisnis, Universitas Islam Syekh-Yusuf, Tangerang, Banten.
Edi Mulyadi Magister Manajemen, Fakultas Ekonomi dan Bisnis, Universitas Islam Syekh-Yusuf, Tangerang, Banten.

DOI:

https://doi.org/10.64476/jtbc.v1i2.8

Kata Kunci:

kompensasi berbasis kesejahteraan, pekerjaan–keluarga, FSSB, fleksibilitas kerja, keadilan organisasi, EAP, pengakuan, niat keluar kerja

Abstrak

Studi ini meninjau secara sistematis (PRISMA 2020) bukti tentang kompensasi berbasis kesejahteraan holistik dan kaitannya dengan niat keluar. Penelusuran pada Scopus, ScienceDirect, Taylor & Francis Online, Google Scholar, dan SINTA mengidentifikasi publikasi 2018–2025 berbahasa Indonesia/Inggris, ditelaah sejawat, dan secara langsung menautkan komponen kompensasi fleksibilitas kerja, dukungan kerja–keluarga/FSSB, kompensasi & keadilan, dukungan kesehatan mental/EAP, pengakuan, serta kepemimpinan/sumber daya dengan niat keluar. Sebanyak 32 studi memenuhi kriteria (empat meta-analisis, tiga tinjauan sistematis, satu eksperimen lapangan acak, dan dua puluh empat studi kuantitatif). Sintesis tematik dan pendekatan SWiM menunjukkan 28/32 studi melaporkan penurunan niat keluar saat komponen kesejahteraan diterapkan; 3/32 mengindikasikan peningkatan terkait kekerasan psikologis, absensi, serta burnout/stres; 1/32 tidak signifikan langsung namun mengarah melalui kepuasan kerja. Mediator dominan mencakup kepuasan, keterlibatan, dan motivasi, sementara konflik kerja–keluarga serta burnout menurun. Temuan selaras dengan kerangka Job Demands–Resources: sumber daya kerja meningkatkan fungsi psikologis dan menekan tuntutan, sehingga niat keluar turun. Kami merekomendasikan Total Rewards Holistik memadukan fleksibilitas, FSSB/work–family, keadilan dan transparansi kompensasi, EAP/kesehatan mental, pengakuan, serta kepemimpinan suportif; riset mendatang perlu desain longitudinal/eksperimental, standardisasi indikator, dan evaluasi biaya–manfaat.

Unduhan

Data unduhan belum tersedia.

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