The Effect of Compensation and Job Satisfaction on Turnover Intention Through Employee Engagement in Employees of PT Permodalan Nasional Madani Mekaar Jepara Branch

Abstract

The purpose of this study was to determine the effect of Compensation and Job Satisfaction on Turnover Intention through Employee Engagement. This research was conducted at one of the finance companies PT Permodalan Nasional Madani Mekaar Jepara Branch. The research was conducted using quantitative methods. The population and sample used were all staff with a total of 95 respondents. Data collection is done through questionnaires in filling out surveys directly. Data analysis in this study fully uses the help of the smart PLS software program version 3.0. The results of this study indicate that compensation has no effect on employee engagement. Job satisfaction has a positive effect on employee engagement. Employee engagement has a negative effect on turnover intention. Compensation has no effect on turnover intention. Job satisfaction has no effect on turnover intention. Employee engagement is not able to mediate the effect of compensation on turnover intention. Employee engagement is able to mediate the effect of job satisfaction on turnover intention. The strength of the Compensation and Job Satisfaction variables in predicting Employee Engagement is 42.5%. Furthermore, the R-square value for the Turnover Intention variable is 0.666. This value explains that the strength of the Compensation, Job Satisfaction, and Employee Engagement variables in predicting Turnover Intention is 66.6%. So that the criteria for the R-square value that is close to being considered strong