Pengaruh Take Home Pay, Organization Climate, dan Employee Engagement terhadap Turnover Intention dengan Work Life Balance sebagai Variabel Intervening: Studi pada Pekerja Pkwt Pt Kudus Alih Daya

Ega Aditya Perdana; Kertati Sumekar; Mamik Indaryani

doi:10.62951/epsilon.v4i2.171

Authors

Ega Aditya Perdana Universitas Muria Kudus
Kertati Sumekar Universitas Muria Kudus
Mamik Indaryani Universitas Muria Kudus

DOI:

https://doi.org/10.62951/epsilon.v4i2.171

Keywords:

Employee Engagement, Organization Climate, Take Home Pay, Turnover Intention, Work Life Balance

Abstract

Turnover intention is one of the challenges in human resource management because it may affect organizational continuity and operational effectiveness, particularly among employees employed under fixed-term employment agreements (Perjanjian Kerja Waktu Tertentu/PKWT). This study aims to analyze the effects of Take Home Pay, Organization Climate, and Employee Engagement on Turnover Intention, with Work Life Balance as an intervening variable among PKWT employees at PT Kudus Alih Daya. This study employed a quantitative approach involving 145 respondents selected using purposive sampling. Data were collected through questionnaires and analyzed using Structural Equation Modeling (SEM) to examine the direct and indirect effects among the variables. The results showed that Take Home Pay and Organization Climate had positive and significant effects on Work Life Balance, while Employee Engagement had a negative and significant effect. Furthermore, Take Home Pay and Organization Climate had positive and significant effects on Turnover Intention, whereas Employee Engagement and Work Life Balance had negative and significant effects on Turnover Intention. The analysis of indirect effects indicated that Work Life Balance played an intervening role; however, the direct effects of several variables on Turnover Intention were stronger than their indirect effects through Work Life Balance. These findings highlight the importance of managing compensation, organizational climate, employee engagement, and work-life balance as part of efforts to reduce Turnover Intention among PKWT employees.

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