The Effect of Employee Engagement on Turnover Intention: The Moderating and Mediating Roles of Person-Organization Fit at Banks in Jakarta

Primayanty, Mely and Sembel, Roy and Kurniawan, Harris Turino and Basbeth, Firdaus and Malau, Melinda (2023) The Effect of Employee Engagement on Turnover Intention: The Moderating and Mediating Roles of Person-Organization Fit at Banks in Jakarta. In: Social Behaviour, Leadership, Sales, Communication, Organization, Branding, Feasibility Analysis for Business Management: Inquiries with New Approaches in the Post-Pandemic Era. NCM Publishing House, Jakarta, pp. 32-50. ISBN 978-605-73822-4-6

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Abstract

Person-organization fit (P-O Fit) have become one important factor for company until now, how a compatibility of values and expectations between employee and employer. These studies focusing on how person-organization fit in the relationship between employee engagement and reduce turnover intention and investigated of person-organization fit as a moderating and mediating effect based on the unique characteristic of the new generational cohort, Generation Z at banks in Jakarta, now entering the workforce. This study conducted in 2022, by using survey data of 200 respondents from Gen Z employees of seven Banks in Jakarta by BUKU IV, age between 21-25 and at least having a diploma degree or equivalent. Data will be analyzed using a structural equation model by employing SPSS and smartPLS. Our research a whole encourages HR to enhance employee engagement for Gen Z employees to increase productivity at the workplace through engagement management. The result showed that are several positive significant results such as Employee engagement on Turnover Intention, employee engagement on person-organization fit, person-organization fit on turnover intention, and person-organization fit in mediating relationship between employee engagement and turnover intention. While person-organization fit negatively affects in moderating relationship between employee engagement and turnover intention. For future research, there should be focus on other generations (e.g., Millennials, Gen X) and other industries. Keywords: Person-Organization Fit, Generation Z, Employee Engagement, Turnover Intention, Human Resources

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