Pengaruh WLB terhadap Turnover Intention dan Peran Perceived Alternative Job Opportunities sebagai Pemoderasi pada Karyawan Startup di Jakarta Selatan

Rahma Dini Safitri, Rini Sarianti

Abstract


Penelitian ini bertujuan untuk menganalisis pengaruh langsung WLB  (selanjutnya WLB) dan Perceived Alternatiove Job Opportunities (selanjutnya PAJO) terhadap Turnover Intention (selanjutnya TI), serta menguji peran PAJO sebagai variabel moderasi pada hubungan antara WLB dan TI. Penelitian menggunakan pendekatan kuantitatif dengan metode survei terhadap 150 karyawan startup sektor e-commerce di Jakarta Selatan dan sekitarnya. Pengumpulan data dilakukan melalui penyebaran kuesioner daring dan dianalisis menggunakan Structural Equation Modeling-Partial Least Square (SEM-PLS) dengan bantuan SmartPLS 4. Hasil penelitian menunjukkan bahwa (1) WLB berpengaruh signifikan terhadap TI. (2) PAJO terbukti berpengaruh positif terhadap TI, (3) perceived alternaive job opportunities memoderasi hubungan antara WLB dan TI. Temuan ini mengindikasikan bahwa pada konteks startup, WLB bukan satu-satunya faktor yang memengaruhi niat karyawan untuk keluar dari organisasi. Persepsi terhadap ketersediaan peluang kerja alternatif juga menjadi faktor penting yang mendorong kecenderungan berpindah kerja. Oleh karena itu, perusahaan startup perlu menerapkan strategi retensi karyawan yang lebih komprehensif dengan mempertimbangkan faktor internal maupun eksternal organisasi.

Keywords


Perceived Alternative Job Opportunities , startup e-commerce, Turnover Intention, Work-Life Balance

Full Text:

PDF

References


Addawiyah, M. R. (2026). Pengaruh work-life balance terhadap turnover intention karyawan generasi Z yang bekerja di perusahaan start-up di Kota Jakarta. Jurnal Ilmiah Wahana Pendidikan, 12(B), 64–77.

Ahmad Saufi, R., Che Nawi, N. B., Permarupan, P. Y., Zainol, N. R. B., Aidara, S., Kakar, A. S., & Jothi, B. A. (2023). Academic Person-Environment Fit towards Sustainable Work-Life Balance and Reduced Turnover Intention Moderated by Job Opportunities. Sustainability (Switzerland), 15(4). https://doi.org/10.3390/su15043397

Albalawi, A. S., Naugton, S., Elayan, M. B., & Sleimi, M. T. (2019). Perceived Organizational Support, Alternative Job Opportunity, Organizational Commitment, Job Satisfaction and Turnover Intention: A Moderated-mediated Model. Organizacija, 52(4), 310–324. https://doi.org/10.2478/orga-2019-0019

Brough, P., Timms, C., O’Driscoll, M. P., Kalliath, T., Siu, O. L., Sit, C., & Lo, D. (2014). Work–life balance: A longitudinal evaluation of a new measure across Australia and New Zealand workers. The International Journal of Human Resource Management, 25(19), 2724–2744. https://doi.org/10.1080/09585192.2014.899262

Greenhaus, J. H., Collins, K. M., & Shaw, J. D. (2003). The relation between work-family balance and quality of life. Journal of Vocational Behavior, 63(3), 510–531. https://doi.org/10.1016/S0001-8791(02)00042-8

Griffeth, R. W., Hom, P. W., & Gaertner, S. (2000). A meta-analysis of antecedents and correlates of employee turnover: Update, moderator tests, and research implications for the next millennium. Journal of Management, 26(3), 463–488. https://doi.org/10.1177/014920630002600305

Haar, J. M., Russo, M., Suñe, A., & Ollier-Malaterre, A. (2014). Outcomes of work-life balance on job satisfaction, life satisfaction and mental health: A study across seven cultures. Journal of Vocational Behavior, 85(3), 361–373. https://doi.org/10.1016/j.jvb.2014.08.010

Hair, J. F., Risher, J. J., Sarstedt, M., & Ringle, C. M. (2019). When to use and how to report the results of PLS-SEM. European Business Review, 31(1), 2–24. https://doi.org/10.1108/EBR-11-2018-0203

Indah Fajar Dini, Y., Alvina, J., & Donal Mon, M. (2024). The effect of work-life balance as a mediator and job opportunity as moderator on turnover intention among selected corporations in Batam. 17(2), 241–260. https://doi.org/10.25105/jmpj.v17i2.19820

kakar, A. S., Mansor, N. N. A., & Saufi, R. A. (2021). Does organizational reputation matter in Pakistan’s higher education institutions? The mediating role of person-organization fit and person-vocation fit between organizational reputation and turnover intention. International Review on Public and Nonprofit Marketing, 18(1), 151–169. https://doi.org/10.1007/s12208-020-00266-z

kakar, A. S., & Saufi, R. A. (2021). Human Resource Management Practices and Turnover Intention in Higher Education: The Moderating Role of Job Opportunities. Lecture Notes in Networks and Systems, 194 LNNS, 1910–1925. https://doi.org/10.1007/978-3-030-69221-6_138

Mobley, W. H. (1977). Intermediate linkages in the relationship between job satisfaction and employee turnover. Journal of Applied Psychology, 62(2), 237–240.

Mobley, W. H., Griffeth, R. W., Hand, H. H., & Meglino, B. M. (1979). Review and conceptual analysis of the employee turnover process. Psychological Bulletin, 86(3), 493–522.

Mutiara Karina Rizqita, & Ajheng Mulamukti. (2024). The Effect of Job Insecurity on Turnover Intention among Employees at Startup Companies in Jabodetabek. Jurnal Manajemen Bisnis, 11(2), 1641–1653. https://doi.org/10.33096/jmb.v11i2.783

Nurul, H., & Yuniawan, A. (2024). Analysis of the influence of work-life balance and job stress on turnover intention among private sector employees of generation Y in Jakarta. Jurnal Ilmiah Manajemen dan Bisnis, 9(1), 56–64. https://doi.org/10.38043/jimb

Pattusamy, M., & Jacob, J. (2017). A Test of Greenhaus and Allen (2011) Model on Work-Family Balance. Current Psychology, 36(2), 193–202. https://doi.org/10.1007/s12144-015-9400-4

Price Charles W Mueller, J. L. (1981). A Causal Model of Turnover for Nurses1 The major weakness of these various explanatory models probably is their lack of inclusiveness. The different models vary greatly in the varia-bles they emphasize, and variables deemed of major importance in one. In Lefkowitz (Vol. 24, Issue 3). Vroom.

Steel, R. P., & Griffeth, R. W. (1989). The elusive relationship between perceived employment opportunity and turnover behavior: A methodological or conceptual artifact? Journal of Applied Psychology, 74(6), 846–854. https://doi.org/10.1037/0021-9010.74.6.846

Talukder, A. K. M. M. H. (2019). Supervisor support and organizational commitment: The role of work–family conflict, job satisfaction, and work–life balance. Personnel Review, 48(3), 865–889. https://doi.org/10.1108/PR-12-2017-0403

Tett, R. P., & Meyer, J. P. (1993). Job satisfaction, organizational commitment, turnover intention, and turnover: Path analyses based on meta‐analytic findings. Personnel Psychology, 46(2), 259–293. https://doi.org/10.1111/j.1744-6570.1993.tb00874.x

Treuren, G. J. M. (2013). The relationship between perceived job alternatives, employee attitudes and turnover intention. Journal of Management Research.

Živković, A., Fosić, I., & Pap-Vorkapić, A. (2023). Perceived alternative job opportunities and turnover intention as preliminary steps in employee withdrawal. Strategic Management, 28(3), 4–17. https://doi.org/10.5937/straman2300042z




DOI: https://doi.org/10.17509/ijdb.v5i4.100003

Refbacks

  • There are currently no refbacks.


Copyright (c) 2026 Universitas Pendidikan Indonesia (UPI)

Creative Commons License
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.

Indonesian Journal of Digital Business is published by Universitas Pendidikan Indonesia (UPI)
and managed by Department of Digital Business
Jl. Dr. Setiabudi No.229, Kota Bandung, Indonesia - 40154
View My Stats