Employee Retention dalam Perspektif Resource-Based View: Peran Talent Management, Employee Engagement, dan Job Satisfaction
DOI:
https://doi.org/10.69533/jurilma.v3i1.503Keywords:
employee retention, resource based view, talent management, employee engagement, job SatisfactionAbstract
Penelitian ini bertujuan menganalisis pengaruh talent management, employee engagement, dan job satisfaction terhadap employee retention dalam perspektif Resource-Based View (RBV). Studi ini berangkat dari belum konsistennya temuan penelitian terdahulu serta masih terbatasnya kajian yang menguji ketiga variabel tersebut secara simultan dalam kerangka RBV, khususnya pada konteks lintas sektor di Indonesia. Penelitian menggunakan pendekatan kuantitatif dengan analisis regresi linier berganda berbantuan IBM SPSS 26. Sampel penelitian berjumlah 170 responden yang dipilih secara purposive, dengan kriteria karyawan tetap yang telah bekerja minimal tiga tahun dan berasal dari 13 sektor perusahaan di Indonesia. Hasil penelitian menunjukkan bahwa talent management, employee engagement, dan job satisfaction masing-masing berpengaruh positif dan signifikan terhadap employee retention. Secara simultan, ketiga variabel tersebut juga berpengaruh signifikan dan mampu menjelaskan 85,8% variasi employee retention. Temuan ini memperkuat relevansi RBV dengan menunjukkan bahwa retensi karyawan dapat dipahami sebagai hasil dari kemampuan organisasi mengelola sumber daya manusia strategis yang bernilai, langka, sulit ditiru, dan terorganisasi. Secara praktis, hasil penelitian ini menegaskan pentingnya perusahaan mengintegrasikan pengelolaan talenta, penguatan keterikatan karyawan, dan penciptaan kepuasan kerja untuk mempertahankan tenaga kerja unggul secara berkelanjutan.
Downloads
References
Acharya, A., & Jena, L. K. (2016). Employee engagement as an enabler of knowledge retention: Resource-based view towards organisational sustainability. International Journal of Knowledge Management Studies, 7(3–4), 238–256. https://doi.org/10.1504/IJKMS.2016.082343
Almashyakhi, A. M. (2024). Talent management practices and employee retention: Does it make a difference? Merits, 4(4), 453–462. https://doi.org/10.3390/merits4040032
Ardiansyah, N. (2024). Peran CSR BRI Peduli dalam Meningkatkan Citra PT Bank Rakyat Indonesia (Studi Kasus BRI KC Pekalongan). Jurilma. https://doi.org/https://doi.org/10.69533/tg2yr379
Izza, M., Fahmi, M. K., Istikomah, A., & Widiana, A. D. (2024). Kontestasi Ketahanan Lembaga Keuangan Mikro Syariah Berbasis Sosioideologis. Jurilma, 1(2), 122–132.
Barney, J. (1991). Firm resources and sustained competitive advantage. Journal of Management, 17(1), 99–120.
Barney, J. B., & Wright, P. M. (1998). On becoming a strategic partner: The role of human resources in gaining competitive advantage. Human Resource Management, 37(1), 31–46.
Ekhsan, M., & Taopik, M. (2020). Peran mediasi employee engagement pada pengaruh talent management terhadap employee retention. Jurnal Pengembangan Wiraswasta, 22(3), 163–176. https://doi.org/10.33370/jpw.v22i3.484
Gerhart, B., & Feng, J. (2021). The resource-based view of the firm, human resources, and human capital: Progress and prospects. Journal of Management, 47(7), 1796–1819. https://doi.org/10.1177/0149206320978799
Hom, P. W., Lee, T. W., Shaw, J. D., & Hausknecht, J. P. (2017). One hundred years of employee turnover theory and research. Journal of Applied Psychology, 102(3), 530–545. https://doi.org/10.1037/apl0000103
Ismail, F., Ka, H. K., Fern, N. W., & Imran, M. (2021). Talent management practices, employee engagement, employee retention: Empirical evidence from Malaysian SMEs. Estudios de Economia Aplicada, 39(10), 1–13. https://doi.org/10.25115/eea.v39i10.5572
Järvi, K., & Khoreva, V. (2020). The role of talent management in strategic renewal. Employee Relations: The International Journal, 42(1), 75–89. https://doi.org/10.1108/ER-02-2018-0064
Jayaraman, S., Talib, P., & Khan, A. F. (2018). Integrated talent management scale: Construction and initial validation. SAGE Open, 8(3), 1–12. https://doi.org/10.1177/2158244018780965
Kumar, S. (2022). The impact of talent management practices on employee turnover and retention intentions. Global Business and Organizational Excellence, 41(2), 21–34. https://doi.org/10.1002/joe.22130
Luthans, F. (2011). Organizational behavior: An evidence-based approach (12th ed.). McGraw-Hill/Irwin.
Narayanan, A., Rajithakumar, S., & Menon, M. (2019). Talent management and employee retention: An integrative research framework. Human Resource Development Review, 18(2), 228–247. https://doi.org/10.1177/1534484318812159
Nguyen, C., & Duong, A. (2020). The impact of training and development, job satisfaction and job performance on young employee retention. International Journal of Future Generation Communication and Networking, 13(3), 373–386. https://doi.org/10.2139/ssrn.3930645
Pandita, D., & Ray, S. (2018). Talent management and employee engagement – A meta-analysis of their impact on talent retention. Industrial and Commercial Training, 50(4), 185–199. https://doi.org/10.1108/ICT-09-2017-0073
Park, T. Y., & Shaw, J. D. (2013). Turnover rates and organizational performance: A meta-analysis. Journal of Applied Psychology, 98(2), 268–309. https://doi.org/10.1037/a0030723
Penrose, E. T. (1959). The theory of the growth of the firm. Oxford University Press.
Ramadhan, D., & Ekhsan, M. (2024). Pengaruh talent management terhadap employee retention melalui mediasi employee engagement pada perusahaan manufaktur di kawasan industri Jababeka Cikarang. Jurnal Manajemen Bisnis dan Kewirausahaan, 8(4), 1005–1018. https://doi.org/10.24912/jmbk.v8i4.29580
Saks, A. M., & Gruman, J. A. (2014). What do we really know about employee engagement? Human Resource Development Quarterly, 25(2), 155–182. https://doi.org/10.1002/hrdq.21187
Sari, V. P., & Jemadi. (2024). Pengaruh lingkungan kerja, kompensasi, dan kepuasan kerja terhadap retensi karyawan: Studi sumber daya manusia pada Rajaklana Resort Yogyakarta. Jurnal Manajemen Strategis: Jurnal Mantra, 1(2), 115–126.
Schaufeli, W. B., Salanova, M., González-Romá, V., & Bakker, A. B. (2002). The measurement of engagement and burnout: A two sample confirmatory factor analytic approach. Journal of Happiness Studies, 3, 71–92. https://doi.org/10.1023/A:1015630930326
Singh, R., Sharma, P., Foropon, C., & Belal, H. M. (2022). The role of big data and predictive analytics in employee retention: A resource-based view. International Journal of Manpower, 43(2), 411–447. https://doi.org/10.1108/IJM-03-2021-0197
Wang, H., Jin, Y., Wang, D., Zhao, S., Sang, X., & Yuan, B. (2020). Job satisfaction, burnout, and turnover intention among primary care providers in rural China: Results from structural equation modeling. BMC Family Practice, 21(1), Article 12. https://doi.org/10.1186/s12875-020-1083-8
Wernerfelt, B. (1984). A resource-based view of the firm. Strategic Management Journal, 5(2), 171–180.
Downloads
Published
Issue
Section
License
Copyright (c) 2026 Nadia Syakina, Shinta Ratnawati, Hanung Eka Atmaja (Author)
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
