Penyesuaian Pekerjaan dan Peran Penting Pekerjaan Yang Bermakna Terhadap Keinginan Keluar pada Industri Manufaktur Baja Kabupaten Tegal
DOI:
https://doi.org/10.30640/ekonomika45.v13i2.6812Keywords:
Employee Retention, Job Crafting, Meaningful Work, Steel Manufacturing Industry, Turnover Intention.Abstract
This study aims to determine the effect of job crafting on turnover intention through meaningful work as a mediating variable in the steel manufacturing industry in Tegal Regency. The research method used is descriptive quantitative, involving 45 employees. Due to the relatively small number, all members were sampled using a saturated sampling technique. Data were collected through questionnaires, interviews, and literature studies. Questionnaire items were developed based on indicators of each variable using a Likert scale. Data analysis was conducted using multiple regression to test the direct effect of job crafting on turnover intention. The Sobel test was used to assess the mediating role of meaningful work. Statistical calculations were performed using SPSS version 22. The results showed that job crafting has a significant negative effect on turnover intention, so that the higher the level of job crafting carried out by employees, the lower their desire to leave the organization. Direct interventions on job crafting may be more effective for employee retention than efforts to increase work meaning. However, it is important to continue exploring other possible mechanisms, because the relationship between psychological work variables is complex and contextual.
References
Ali, M. H. (2021). Meaningful leadership: How can leader contribute to meaningful work? The mediating role of cooperativeness. 1(1), 1–14. https://doi.org/10.46745/ilma.ijsse.2020.01.01.01
Anggraini, D., Juniarly, A., & Pratiwi, M. (2024). Work engagement pada karyawan yang bekerja secara remote ditinjau dari meaningful work. 5(September), 408–418.
Farisan, M. F., & Mubarak, A. (2017). Studi kontribusi workplace spirituality terhadap turnover intention pada karyawan JNE Kota Bandung, 101–106.
Fletcher, L., & Schofield, K. (n.d.). Facilitating meaningfulness in the workplace: A field intervention study. Rbt 1509, 1–41.
HS, I. (2023). Spiritualitas dan kepuasan kerja dalam M.
Ismail, F. Y. (2025). Dinamika pengembangan SDM generasi Z.
Isttianah, F. L., & Primanita, R. Y. (2025). Hubungan meaningful work dengan work engagement pada perawat di RSUD Dr. Achmad Mochtar Bukittinggi. 8(4), 732–738.
Jayanti, H. D. (2022). Hubungan efikasi diri dan job crafting dengan work engagement pada karyawan. 1(6), 1333–1340.
Rahman, N., Rahmat, A., & Oemar, F. (2023). Pengaruh inclusive leadership terhadap meaningful work: Peran mediasi psychological safety. 2(3), 200–211.
Rizky, W. M., & Prastyani, D. (2023). Pengaruh kompensasi, job crafting, dan job. 2(9), 2867–2882.
Samudra, V. J., Saragih, S., & Prasetyo, Y. (2025). Job crafting dan meaningful work dengan work engagement. 7(1), 100–110.
Sari, S. Y., Aima, M. H., & Zefriyenni, Z. (2024). Mengurai turnover intention: Strategi mempertahankan karyawan. CV. Gita Lentera. https://books.google.co.id/books?id=X3nxEAAAQBAJ
Suhakim, A. I., Badrianto, Y., Bangsa, U. P., & Karyawan, T. I. (2021). Pengaruh gaya kepemimpinan transformasional, kepuasan kerja dan komitmen organisasi terhadap turnover intention, 137–146.
Wardani, L. M. I., Sekarini, D. A., Kartikawati, M. S., & Syaputra, R. D. (2022). Pekerja horizontal educational mismatch: Bagaimana dengan karier kompetensinya? Latar belakang pendidikan # bidang pekerjaan. Penerbit NEM. https://books.google.co.id/books?id=KbKpEAAAQBAJ
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2026 Septyana Dwi Utami, Aulia Putri Nur Afrilianty, Rino Ferdiyatama, Minatikal Khoiriyah, Nisrina Nabila Zakiyah, Estika Dessi Windiyanas, Mei Rani Amalia
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
