Pengaruh Human Resource Development Practice terhadap Organizational Commitment karyawan PT. Ramayana Lestari Sentosa Tbk Cengkareng melalui variabel Employee Engagement dan Employee Turnover Intetions
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Abstract
A well-prepared abstract enables the reader to identify the basic content This study aims to examine the influence of human resource development practices, organizational commitment, and employee engagement on employee turnover intentions at PT Ramayana Lestari Sentosa Tbk Cengkareng. A quantitative approach was used, with survey data collected through questionnaires distributed to employees. The sample size ranged from 170 to 340 respondents. Data were analyzed using descriptive statistics and Structural Equation Modeling (SEM) with the AMOS software. The results showed that human resource development practices had a positive effect on employee engagement. However, organizational commitment did not significantly affect engagement. Surprisingly, employee engagement showed a positive influence on turnover intentions. On the other hand, human resource development practices negatively affected turnover intentions, indicating that good HR practices may reduce employees' desire to leave. Mediation tests revealed that employee engagement did not significantly mediate the relationships between variables. These findings suggest that while HR development practices can enhance engagement, they may not be sufficient to reduce turnover intentions
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How to Cite
Klaudia, S., Putra, A. W. G., & Nabilah, E. (2025). Pengaruh Human Resource Development Practice terhadap Organizational Commitment karyawan PT. Ramayana Lestari Sentosa Tbk Cengkareng melalui variabel Employee Engagement dan Employee Turnover Intetions. ProBisnis : Jurnal Manajemen, 16(3), 472–482. Retrieved from https://ejournal.joninstitute.org/index.php/ProBisnis/article/view/1022
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Satata, D. B. (2020). Pengaruh organizational commitment terhadap work engagement pada pekerja di bidang pengembangan teknologi informasi. Jurnal Muara Ilmu Sosial, Humaniora, Dan Seni, 4(2), 349-357.
Senen, S. H. (2020). Efek employee engagement terhadap organizational commitment. Journal of Business Management Education (JBME), 5(3), 51–59.
Shalini, A. &. (2021). THE MEDIATING ROLE OF EMPLOYEE ENGAGEMENT IN THE RELATIONSHIP BETWEEN HUMAN RESOURCE MANAGEMENT PRACTICES AND EMPLOYEE TURNOVER INTENTION.
Sutiyem, S. T. (2020). The impact of job satisfaction and employee engagement on organizational commitment. Dinasti International Journal of Education Management And Social Science, 2(1).
Al Afdhal B, N. (2020). Pengaruh Disiplin Kerja, Motivasi Kerja dan Lingkungan Kerja terhadap Kinerja Karyawan Magistra Utama. Universitas Mercu Buana Yogyakarta.
Aulia, S. (2020). Pola Perilaku Konsumen Digital Dalam Memanfaatkan Aplikasi Dompet Digital. . Jurnal Komunikasi, 12(2), 311–324.
Chaerunissa, E. &. (2021). Pengaruh Employee Engagement Dan Commitment Organization Terhadap Kinerja Pegawai Melalui Kepuasan Kerja Pegawai Sebagai Variabel Intervening (Studi pada Departemen Operasi PT Cogindo DayaBersama PLTU Pelabuhan Ratu). Jurnal Riset Bisnis Dan Manajemen Tirtayasa, 5(2), 126–146.
Darmansyah, F. B. (2020). Factors determining behavioral intentions to use Islamic financial technology: Three competing models. Journal of Islamic Marketing, 12(4), 794–812.
Eliyana, A. M. (2019). Job Satisfaction and Organizational Commitment Effect in the Transformational Leadership towards Employee Performance. European Research on Management and Business Economics, 25, 144–150.
Gatling, A. (2014). The authentic leadership qualities of business coaches and its impact on coaching performance. International Journal of Evidence Based Coaching and Mentoring, 12(1), 27-46.
Hustanto, A. H. (2022). Pengaruh Strategic HRM Practices Terhadap Turnover Intention Dimediasi Employee Satisfaction dan Work Engagement di Industri Telekomunikasi. Jurnal Ekonomi Efektif, 5(1), 131-140.
Iswati, S. S. (2022). The impact of covid-19 pandemic on growth of retail business in Indonesia. . In Proceedings of the First Multidiscipline International Conference, MIC 2021, 30.
Khalaf, R. K. (2019). Reviewing the mediating role of job satisfaction on the effect of employee engagement on organizational performance. Journal of Social Sciences (Coes&RJ-Jss), 8(1), 7–23.
Kusnanda, A. (2024). Hubungan perilaku konsumen dan komunikasi interpersonal dalam penggunaan transaksi digital di Treat Coffee & Beans. Universitas Medan Area.
Maharani, A. S. (2024). ANALISIS PENGARUH HUMAN RESOURCES DEVELOPMENT PRACTICES DAN HRM DAN DAMPAKNYA PADA TURNOVER INTENTION DENGAN DIMENSI EMPLOYEE ENGAGEMENT PADA KARYAWAN HOTEL BINTANG 4 GROGOL PETAMBURAN. Pelita: Jurnal Penelitian dan Karya Ilmiah, 24(1), 79-90.
Miranda, M. (2019). Pengaruh komitmen organisasi dan konflik terhadap turnover intention di mediasi oleh work engagement: Studi kasus PT Murni Mapan Makmur . (Doctoral dissertation, Universitas Islam Negeri Maulana Malik Ibrahim).
Munda, F. S. (2023). NILAI GUNA DAN MANFAAT PENGGUNAAN FINTECH E-WALLET DANA : STUDI KASUS: MAHASISWA DI UNIVERSITAS BOSOWA MAKASSAR. Indonesian Journal of Business and Management, 5(2), 178–184.
Mutiara Sari, P. (2021). PENGARUH PENGGUNAAN TEKNOLOGI INFORMASI, MOTIVASI KERJA, DAN KEPUASAN KERJA TERHADAP KINERJA GURU SMA NEGERI 82 JAKARTA SELAMA MASA PANDEMI COVID-19 [UPN Veteran Jakarta]. www.library.upnvj.ac.id.
Ni’mah, S. A. (2022). OPTIMALISASI PENILAIAN KINERJA UNTUK MEMBANGUN SUMBER DAYA MANUSIA YANG UNGGUL (STUDI KASUS PADA PT. BPR BKK PATI (Perseroda)) . (Doctoral dissertation, UNIVERSITAS ISLAM SULTAN AGUNG SEMARANG).
Nurbiyanto, B. S. (2021). Pengaruh Bauran Pemasaran Ritel Terhadap Keputusan Pembelian Dan Hubungannya Dengan Loyalitas Pelanggan Pada Supermarket Xx. RISK: Jurnal Riset Bisnis Dan Ekonomi, 2(1), 54–86.
Pangesti, D. A. (2024). MODEL PENURUNAN INTENTION TO LEAVE MELALUI EMPLOYEE ENGAGEMENT, JOB SECURITY, EMPOWERING LEADERSHIP DAN KEBIJAKAN REMUNERASI . (Doctoral dissertation, Universitas Islam Sultan Agung Semarang).
Parlin, C. P. (2022). Hubungan antara Persepsi Dukungan Organisasi dengan Employee Engagement pada Karyawan Bagian Produksi. Character: Jurnal Penelitian Psikologi, 9(4), 119-129.
Rachman, L. &. (2016). Pengaruh employee engagement terhadap kepuasan kerja dan turnover intention perawat (studi pada Rumah Sakit Wava Husada Kepanjen Malang). Jurnal Aplikasi Manajemen, 14(2), 322-333.
Rachman, M. M. (2022). The Impact of Motivation on Performance: The Role of Organizational Commitment. Jurnal Manajemen Teori Dan Terapan, 15(3).
Rahayu, E. (2022). Pengaruh Human Resource Management Practices pada Career Satisfaction dan Job Satisfaction terhadap Employees Turnover Intention di Rumah Sakit Gigi dan Mulut Pendidikan Universitas Trisakti. J-MAS (Jurnal Manajemen Dan Sains), 7(2), 97.
Ramadhan, A. (2021). PENGARUH KOMPETENSI KARYAWAN, KOMITMEN ORGANISASIONAL DAN KEPUASAN KERJA TERHADAP KINERJA KARYAWAN MELALUI EMPLOYEE ENGAGEMENT. (Studi Pada PT. Mayatama Manunggal Sentosa Malang) (Doctoral dissertation, STIE Malangkucecwara).
Rasool, S. F. (2021). How toxic workplace environment effects the employee engagement: The mediating role of organizational support and employee wellbeing. International Journal of Environmental Research and Public Health, 18(5).
Reynaldy, B. (2024). Minimarket Jadi Pilihan Utama Masyarakat Indonesia dalam Berbelanja. Retrieved from Goodstats: https://data.goodstats.id/statistic/minimarket-jadi-pilihan-utama-masyarakat-indonesia-dalam-berbelanja-Ak9xb
Satata, D. B. (2020). Pengaruh organizational commitment terhadap work engagement pada pekerja di bidang pengembangan teknologi informasi. Jurnal Muara Ilmu Sosial, Humaniora, Dan Seni, 4(2), 349-357.
Senen, S. H. (2020). Efek employee engagement terhadap organizational commitment. Journal of Business Management Education (JBME), 5(3), 51–59.
Shalini, A. &. (2021). THE MEDIATING ROLE OF EMPLOYEE ENGAGEMENT IN THE RELATIONSHIP BETWEEN HUMAN RESOURCE MANAGEMENT PRACTICES AND EMPLOYEE TURNOVER INTENTION.
Sutiyem, S. T. (2020). The impact of job satisfaction and employee engagement on organizational commitment. Dinasti International Journal of Education Management And Social Science, 2(1).