Reducing Turnover Costs through Engagement: The Role of Workplace Relationships and Meaningful Work  at BNI KC Cilegon

Firman Adhithara; Putu Indah Rahmawati; Komang Krisna Heryanda

doi:10.37385/ijedr.v6i4.8322

Authors

Firman Adhithara Universitas Pendidikan Ganesha
Putu Indah Rahmawati Universitas Pendidikan Ganesha
Komang Krisna Heryanda Universitas Pendidikan Ganesha

DOI:

https://doi.org/10.37385/ijedr.v6i4.8322

Keywords:

Workplace Relationship Quality, Meaningful Work, Employee Engagement, Intention to Leave, Retention, Organizational Efficiency

Abstract

This study examines the role of employee engagement in reducing implicit turnover costs by enhancing workplace relationship quality and meaningful work. The research is motivated by inconsistencies in prior findings—some studies report a significant negative effect of employee engagement on intention to leave, while others find no significant relationship. Additionally, employee engagement has been explored as a mediating variable between workplace relationship quality and meaningful work on intention to leave, with mixed results. The study was conducted at BNI KC Cilegon (Persero) Tbk, involving 166 respondents. Data were analyzed using the Partial Least Squares (PLS) method via AMOS software. The findings reveal that workplace relationship quality has a significant direct effect on intention to leave. Furthermore, meaningful work serves as a partial mediator, while employee engagement fully mediates the relationship between the predictors and intention to leave. These findings highlight the strategic importance of fostering positive workplace relationships and creating meaningful work experiences. Such efforts not only enhance employee engagement but also reduce turnover intentions, thereby supporting organizational cost-efficiency and long-term sustainability.

References

Ahmed, I., Nawaz, M.?M., Ali, G., Islam, T., & Shaukat, Z. (2016). Impact of organizational support on employee engagement: Mediating role of psychological empowerment. International Journal of Academic Research in Business and Social Sciences, 6(6), 173–194. https://doi.org/10.6007/IJARBSS/v6-i6/2175

Albrecht, S.?L., Breidahl, E., & Marty, A. (2021). Organizational resources, engagement and employee performance: A multilevel mediation model. Academy of Management Journal, 64(2), 364–389. https://doi.org/10.5465/amj.2020.XXXX

Basori, A., Mulyani, S., & Prabowo, H. (2023). Examining the relationship between engagement and turnover intention: A moderated mediation model. Jurnal Ilmu Manajemen, 11(1), 45–57.

Chairiza, L., Andini, R., & Sari, D.?P. (2016). Employee engagement dan turnover intention pada pegawai PT XYZ. Jurnal Psikologi, 44(2), 121–132.

Chrisdiana, D., & Rahardjo, S. (2017). Pengaruh employee engagement terhadap turnover intention karyawan. Jurnal Psikologi Industri dan Organisasi, 6(1), 23–31.

Claudia, N.?T., & Suhariadi, F. (2020). The mediating role of work engagement on the effect of meaningful work and workplace relationships toward turnover intention. Humanitas, 17(1), 61–75.

Colbert, A.?E., Bono, J.?E., & Purvanova, R.?K. (2016). Flourishing via workplace relationships: Moving beyond instrumental support. Academy of Management Journal, 59(4), 1199–1223. https://doi.org/10.5465/amj.2013.0227

Ehrhardt, K. (2018). The role of relationship quality in the workplace: A pathway to employee engagement. Journal of Organizational Behavior, 39(2), 188–200.

Gaši?, D., & Berber, N. (2023). The mediating role of employee engagement in the relationship between flexible work arrangements and turnover intentions among highly educated employees in the Republic of Serbia. Behavioral Sciences, 13(2), 131. https://doi.org/10.3390/bs13020131

Gupta, A., & Gomathi, S. (2022). Mediating role of employee engagement on the effect of inclusion and organizational diversity on turnover intention: A study on IT professionals. International Journal of Human Capital and Information Technology Professionals, 13(1), 1–23. https://doi.org/10.4018/IJHCITP.300313

Hamidanti, S.?R., & Fachrunisa, O. (2024). Pengaruh meaningful work terhadap intention to leave dengan employee engagement sebagai mediator. Jurnal Psikologi Ulayat, 9(1), 45–57.

Hussain, T., Abbas, M., & Shahzad, M. (2013). Relationship between job satisfaction and intention to leave: A study of IT professionals in Pakistan. International Journal of Human Resource Studies, 3(2), 1–10.

Jasinski, A., & Darbis, K. (2022). When engagement fails to mediate: Re-examining the link between meaning and retention. Journal of Organizational Psychology, 22(3), 45–58.

Kaur, P., & Mittal, S. (2020). Meaningful work and employee engagement: The role of self-efficacy. Journal of Management Development, 39(4), 407–421.

Khan, S.?K., & Uzma, S. (2013). The relationship between job satisfaction and intention to leave among university teachers. Asian Journal of Management Research, 3(4), 584–593.

Motyka, B. (2018). Employee engagement and performance: A systematic literature review. International Journal of Management and Economics, 54(3), 227–244.

Mxenge, M.?P., Dywili, M., & Bazana, S. (2014). Job engagement and employees’ intention to quit among administrative personnel at a university in South Africa. International Journal of Research in Social Sciences, 4(5), 62–77.

Nugroho, W. (2021). The impact of meaningful work on employee engagement: Evidence from public sector organizations. Jurnal Psikologi Indonesia, 10(2), 150–165.

Rabika, R.?D., & Fachrunisa, O. (2024). The effect of workplace relationships on employee retention through work engagement. Jurnal Bisnis dan Manajemen, 21(1), 15–25.

Rusyandi, D. (2015). Pengaruh employee engagement terhadap niat keluar karyawan. Jurnal Administrasi Bisnis, 26(1), 33–42.

Salanova, M., Agut, S., & Peiró, J.?M. (2005). Linking organizational resources and work engagement to employee performance and customer loyalty: The mediating role of service climate. Journal of Applied Psychology, 90(6), 1217–1227. https://doi.org/10.1037/0021-9010.90.6.1217

Singh, S., & Sant, S. (2023). The moderating role of workplace (hybrid/ remote) on employee engagement and employee turnover intention. Employee Responsibilities and Rights Journal. https://doi.org/10.1007/s10672-023-09480-3

Wen, D., Yan, D., & Sun, X. (2022). Employee satisfaction, employee engagement and turnover intention: The moderating role of position level. Human Systems Management, 41(3), 407–422. https://doi.org/10.3233/HSM-211505

Xanthopoulou, D., Bakker, A.?B., Demerouti, E., & Schaufeli, W.?B. (2009). Work engagement and financial returns: A diary study on the role of job and personal resources. Journal of Occupational and Organizational Psychology, 82(1), 183–200. https://doi.org/10.1348/096317908X314891

Yuliani, M., & Ekhsan, M. (2024). An empirical study of employee engagement and turnover intention. Jurnal Manajemen Indonesia, 19(1), 88–101.