Title: THE INFLUENCE OF EMPLOYEE DEVELOPMENT ON TURNOVER INTENTION, WITH THE MEDIATION OF PERCEIVED EMPLOYABILITY, AND MODERATION OF JOB AUTONOMY
Author: 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 the company to employees to develop employees' attitudes, knowledge, experience, skills and abilities, with the aim of increasing the effectiveness and performance of employees and the company. These activities can have a positive impact, but they can also have a negative impact on the company. Employee development can increase their perception of opportunities that arise in the labor market (perceived employability), which can increase turnover intention, namely the employee's desire to leave the organization. An 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 skills. Job autonomy is intrinsically motivating because it can fulfill the need for freedom. This encourages employees to stay with the organization because they are reluctant to lose the resources they already have. This research aims to determine the influence of employee development on turnover intention which is mediated by perceived external employability and perceived internal employability, and moderated by job autonomy. This research uses a quantitative approach, with data collection methods through questionnaires to 108 eligible samples. The data analysis technique uses Partial Least Square (PLS) which is processed using SmartPLS 3.0 software. The research results show that employee development has a positive effect on turnover intention if it is mediated by perceived external employability, and vice versa will have a negative effect if it is mediated by perceived internal employability. Job autonomy itself has a moderating function which weakens the positive influence 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
