Title: THE EFFECT OF EMPLOYEE DEVELOPMENT ON TURNOVER INTENTION, WITH THE MEDIATION OF PERCEIVED EMPLOYABILITY AND MODERATION OF JOB AUTONOMY
Authors: CECILIA MARGARETHA
Item Type: Thesis (Thesis)
Affiliations: Master of Management Science Study Program, Faculty of Economics and Business, Universitas Airlangga , Surabaya, Indonesia
Publisher: Universitas Airlangga
Abstract
Employee development is an activity provided by a company to employees to develop their attitudes, knowledge, experience, skills, and abilities, with the aim of improving the effectiveness and performance of employees and the company. These activities can have positive impacts, but can also have negative impacts on the company. Employee development can improve their perception of opportunities that arise in the labor market (percieved employability), which can increase turnover intentions, namely the employee's desire to leave the organization. The employee's desire to leave the organization involves motivational aspects that can be influenced by job resources, one of which is job autonomy, namely the authority that workers have to make decisions about work according to their expertise. Job autonomy is intrinsically motivating because it can fulfill the need for freedom. This encourages employees to stay in the organization because they are reluctant to lose the resources they already have. This study aims to determine the effect of employee development on turnover intention mediated by perceived external employability and perceived internal employability, and moderated by job autonomy. This study uses a quantitative approach, with a method of collecting data through questionnaires to 108 qualified sample people. The data analysis technique uses Partial Least Square (PLS) processed using SmartPLS 3.0 software. The results of the study indicate that employee development has a positive effect on turnover intention if mediated by perceived external employability, and conversely, it will have a negative effect if mediated by perceived internal employability. Job autonomy itself has a moderating function that weakens the positive effect of perceived external employability on turnover intention and strengthens the influence of perceived internal employability on turnover intention.
Keywords: Employee development, perceived external employability, perceived external employability, turnover intention, job autonomy