Faktor-Faktor Yang Memengaruhi Retensi Pegawai Sektor Publik Di Jabodetabek: Peran Motivasi Kerja, Penghargaan, Dan Kepuasan Kerja
DOI:
https://doi.org/10.37385/ceej.v7i2.11876Keywords:
motivasi kerja, penghargaan, kepuasan kerja, retensi pegawai, sektor publik, Jabodetabek.Abstract
Retensi pegawai merupakan salah satu aspek penting dalam menjaga kesinambungan pelayanan dan stabilitas organisasi sektor publik. Penelitian ini bertujuan untuk menganalisis pengaruh motivasi kerja, penghargaan, dan kepuasan kerja terhadap retensi pegawai pada organisasi sektor publik di wilayah Jabodetabek. Penelitian menggunakan pendekatan kuantitatif dengan desain eksplanatori dan metode survei cross-sectional. Data dikumpulkan melalui penyebaran kuesioner kepada 300 pegawai sektor publik yang dipilih menggunakan teknik multistage stratified sampling. Analisis data dilakukan menggunakan metode Partial Least Squares Structural Equation Modeling dengan bantuan perangkat lunak SmartPLS. Hasil evaluasi model pengukuran menunjukkan bahwa seluruh indikator memiliki nilai outer loading antara 0,882–0,945, nilai composite reliability antara 0,966–0,977, dan nilai Average Variance Extracted antara 0,824–0,875. Hasil pengujian model struktural menunjukkan bahwa motivasi kerja berpengaruh positif dan signifikan terhadap retensi pegawai dengan koefisien jalur sebesar 1,044, t-statistic sebesar 13,097, dan p-value sebesar 0,000. Kepuasan kerja juga berpengaruh positif dan signifikan terhadap retensi pegawai dengan koefisien jalur sebesar 0,415, t-statistic sebesar 6,670, dan p-value sebesar 0,000. Sebaliknya, penghargaan berpengaruh negatif dan signifikan terhadap retensi pegawai dengan koefisien jalur sebesar −0,476, t-statistic sebesar 4,865, dan p-value sebesar 0,000. Motivasi kerja, penghargaan, dan kepuasan kerja secara bersama-sama mampu menjelaskan sebesar 96,2% variasi retensi pegawai, sedangkan 3,8% sisanya dijelaskan oleh faktor lain di luar model penelitian. Temuan penelitian menunjukkan bahwa motivasi kerja merupakan faktor paling dominan dalam meningkatkan retensi pegawai, diikuti oleh kepuasan kerja. Sementara itu, sistem penghargaan perlu dievaluasi agar lebih adil, transparan, dan sesuai dengan kontribusi serta kebutuhan pegawai.
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