Anteseden Penurunan Turnover Intention Melalui Powerful Affective Commitment dan Employee Engagement pada PT Bank Tabungan Negara (Persero) Tbk

Abstract

Quality human resources are a crucial asset that must be maintained to maintain business stability and performance, including in the Indonesian banking sector. In the banking industry, high turnover rates are a strategic issue that must be addressed through an appropriate HR management approach. The purpose of this study is to develop a conceptual and empirical model of how employer branding and psychological contracts influence intention to leave through employee engagement and strong emotional commitment. This study employed a quantitative approach and was designed as an explanatory study. Proportional random sampling was used to select 276 respondents aged under 30. Structural Equation Modeling (SEM) was used to analyze the data. The results indicate that employer branding and psychological contracts do not directly impact intention to leave; however, they positively impact employee engagement and strong emotional commitment. Both mediating variables were shown to have a significant negative impact on exchange intentions; consequently, they function as primary mediators supporting the indirect effect. By including strong emotional commitment as a new mediating variable, this study adds to the literature on organizational behavior. Human resource managers in the banking sector should consider how to enhance corporate reputation and adhere to psychological contracts with young employees. Therefore, businesses can reduce the desire to let go of employees and maintain a fixed number of employees in the long term.