Pengaruh Motivasi dan Kepuasan Kerja Terhadap Turnover Intention Karyawan di Sektor Agensi Pemasaran Digital

Febrio Pratama; Eko Sudrajat; Septian Saputra

doi:10.53697/iso.v6i2.3983

Authors

Febrio Hasta Pratama Universitas Paramadina
Eko Sudrajat Universitas Paramadina
Septian Odie Saputra Universitas Paramadina

DOI:

https://doi.org/10.53697/iso.v6i2.3983

Keywords:

Motivasi Kerja, Kepuasan Kerja, Turnover Intention, Agensi Pemasaran Digital, Retensi Karyawan

Abstract

Studi ini mengevaluasi dampak tingkat motivasi dan kepuasan kerja dalam memicu keinginan karyawan agensi digital marketing di Indonesia untuk keluar dari perusahaan. Penelitian ini menerapkan desain kuantitatif kausal-asosiatif terhadap 53 partisipan yang dijaring melalui metode purposive sampling. Data dikumpulkan menggunakan kuesioner daring berskala Likert (1–5), di mana seluruh instrumen variabelnya telah dinyatakan valid dan reliabel. Untuk menguji hubungan antarvariabel, digunakan analisis regresi linear berganda yang diolah via perangkat lunak SPSS. Temuan dalam penelitian ini mengonfirmasi bahwa motivasi kerja (r = -0,556; p < 0,001) dan kepuasan kerja (r = -0,601; p < 0,001) memberikan dampak negatif yang signifikan terhadap niat berpindah karyawan secara parsial. Gabungan kedua variabel tersebut secara simultan menyumbang pengaruh sebesar 36,3% terhadap variansi turnover intention (R² = 0,363; F = 14,256; p < 0,001). Secara lebih spesifik, tanggung jawab serta hubungan harmonis antar rekan kerja muncul sebagai faktor kunci dalam meredam keinginan karyawan untuk keluar. Simpulan dari penelitian ini menegaskan bahwa strategi retensi talenta digital perlu mengintegrasikan pemberian tanggung jawab yang bermakna dan penguatan ikatan sosial di lingkungan kerja. Manajemen agensi disarankan merancang kebijakan yang menyeimbangkan tuntutan kinerja dengan budaya organisasi yang suportif untuk memitigasi risiko turnover.

References

Agustian, S. J., & Firdaus, V. (2025). The Influence of Motivation Strategy, Rewards, Training and Career Development on Employee Retention Through Job Satisfaction as an Intervening Variable at PT. Manggalakarya Bangun Sarana. Eduvest-Journal of Universal Studies, 5(9).

Arvi, I. (2025). Managing Turnover Intention in Healthcare : Implications of Job Satisfaction, Job Stress, and Managerial Support on Retention Strategies. International Journal of Economics and Management Sciences, 2(1), 113–126. https://doi.org/10.61132/ijems.v2i1.439

Balakrishnan, K., A/P Gernail Singh, R. K., & Abdul Rashid, S. I. (2025). Understanding The Interplay between Burnout, Job Satisfaction and Motivation: A Study of Preschool Teachers’ in Selangor, Malaysia. International Journal of Academic Research in Progressive Education and Development, 14(3). https://doi.org/10.6007/ijarped/v14-i3/26227

Bravery, K., Bonic, I., & Bingham, R. S. (2023). Rise of the Relatable Organization. www.mercer.com.

Delavani, E., & Linando, J. A. (2025). Freelancers in the Creative Industries An In-Depth Analysis of Flexibility and Uncertainty. Organization and Human Capital Development, 4(1), 147–165. https://doi.org/10.31098/orcadev.v4i1.3266

Gaffar, V., Koeswandi, T., & Suhud, U. (2022). Has The Covid-19 Pandemic Accelerated The Digital Transformation Of Micro, Small And Medium-Sized Enterprises In Indonesia? Teorija in Praksa, 59(3), 729–744. https://doi.org/10.51936/tip.59.3.729-744

Galan, N. (2023). Knowledge loss induced by organizational member turnover: a review of empirical literature, synthesis and future research directions (Part I). In Learning Organization (Vol. 30, Number 2, pp. 117–136). Emerald Publishing. https://doi.org/10.1108/TLO-09-2022-0107

Gunadi, L., Siahaan, A., & Adji, A. (2021). Turnover Intention Analysis in Digitalization Era Within Covid-19 Pandemic Situation. Emerging Markets : Business and Management Studies Journal, 9(1), 19–33. https://doi.org/10.33555/embm.v9i1.196

Gündüz Çekmecelioğlu, H., Balkaş, J., Altaş, S. S., & Sevimli Güler, D. (2025). The effect of health professionals’ perceptions of organizational impediments on emotional labor and job satisfaction. Frontiers in Psychology, 16. https://doi.org/10.3389/fpsyg.2025.1537830

Hasanein, A., & Elrayah, M. (2025). From bonding to belonging: The role of job satisfaction and decent working environment between sustainable coworker relations and turnover intention. International Journal of Innovative Research and Scientific Studies. https://doi.org/10.53894/ijirss.v8i2.5684

Hidayat, A. S. (2018). Pengaruh Kepuasan Kerja Terhadap Komitmen Organisasi Dan Turnover Intention. Maret, 11(1), 51–66. https://doi.org/10.25105/jmpj.v10i1.2516

Jeon, K. A., Kwack, S. Y., & Yi, C. H. (2025). Professional Staff Turnover and Organizational Performance in Public Accounting Firms. International Journal of Auditing, 29(4), 513–540. https://doi.org/10.1111/ijau.12380

Kurniawaty, K., Ramly, M., & Ramlawati. (2019). The effect of work environment, stress, and job satisfaction on employee turnover intention. Management Science Letters, 9(6), 877–886. https://doi.org/10.5267/j.msl.2019.3.001

LinkedIn. (2024). Global Talent Trends Data-driven insights into the changing world of work 1. https://business.linkedin.com/hire/global-talent-trends

Mobley, W. H. (1982). Employee Turnover Causes Consequences and Control. https://books.google.co.id/books/about/Employee_Turnover_Causes_Consequences_an.html?id=pmAwnQAACAAJ&redir_esc=y

Putra, D. M. B. A., & Mujiati, N. W. (2019). Peran Kepuasan Kerja Dalam Memediasi Pengaruh Stres Kerja Dan Motivasi Kerja Terhadap Turnover Intention. E-Jurnal Manajemen Universitas Udayana, 8(7), 4045. https://doi.org/10.24843/ejmunud.2019.v08.i07.p02

Ridlo, I. A. (2012). Turnover Karyawan Kajian Literatur. https://www.researchgate.net/profile/Ilham- Ridlo/publication/295755034_Turn_Over_Literature_Review_in_Bahasa_for_Healthcare/links/56cd397c08ae059e3750914f/Turn-Over-Literature-Review-in-Bahasa-for-Healthcare.pdf

Saeed, I., Waseem, M., Sikander, S., & Rizwan, M. (2014). The relationship of Turnover intention with job satisfaction, job performance, Leader member exchange, Emotional intelligence and organizational commitment. International Journal of Learning and Development, 4(2). https://doi.org/10.5296/ijld.v4i2.6100

Samašonok, K. (2024). Employee turnover: causes and retention strategies. Entrepreneurship and Sustainability Issues, 11(3), 134–148. https://doi.org/10.9770/jesi.2024.11.3(9)

Szcześniak, M., Falewicz, A., Wnuk, M., Bielecka, G., & Madej, D. (2024). The mediating effect of hope agency on perceived stress and professional burnout among Polish corporate employees. Scientific Reports, 14(1). https://doi.org/10.1038/s41598-024-52289-9

Tatang Purnawan, R., Permata, R., & Muthmainnah, S. (2023). Pengaruh Talent Management Terhadap Kinerja Karyawan. Jurnal Comparative: Ekonomi Dan Bisnis, 5(1), 25–33. https://doi.org/10.31000/combis.v5i1

Tevi, A., Parker, J., Koslow, S., & Ang, L. (2025). Creative performance in professional advertising development: The role of ideation templates, consumer insight, and intrinsic motivation. Journal of the Academy of Marketing Science, 53(3), 854–875. https://doi.org/10.1007/s11747-024-01063-4

Wontorczyk, A., & Rożnowski, B. (2022). Remote, Hybrid, and On-Site Work during the SARS-CoV-2 Pandemic and the Consequences for Stress and Work Engagement. International Journal of Environmental Research and Public Health, 19(4). https://doi.org/10.3390/ijerph19042400

Youcef, S., Ahmed, S. S., & Ahmed, B. (2016). The Impact of Job Satisfaction on Turnover Intention by the Existence of Organizational Commitment, and Intent to Stay as Intermediates Variables Using approach PLS in Sample Worker Department of Transport Saida. Management, 6(6), 198–202. https://doi.org/10.5923/j.mm.20160606.03

Zettna, N., Yam, C., Kunzelmann, A., Forner, V. W., Dey, S., Askovic, M., Johnson, A., Nguyen, H., Jolly, A., & Parker, S. K. (2025). Crystal clear: How leaders and coworkers together shape role clarity and well-being for employees in social care. Human Resource Management, 64(1), 5–20. https://doi.org/10.1002/hrm.22245