Dari Data Penelitian ke Wawasan Manajerial: Kerangka Strategi Retensi Karyawan Awal Karier
DOI:
https://doi.org/10.37385/vnzgz062Keywords:
karyawan awal karier; proksi Gen Z; niat bertahan; pengembangan karier; analitik SDMAbstract
Retensi karyawan pada tahap awal karier merupakan persoalan strategis karena keluarnya tenaga kerja baru dapat mengganggu kesinambungan talenta dan meningkatkan biaya penggantian. Penelitian ini menganalisis pengaruh dukungan manajerial, pengembangan karier, desain kerja dan fleksibilitas, keadilan kompensasi, serta work engagement terhadap retention intention karyawan early-career di Kota Pekanbaru. Data dikumpulkan pada Juli 2026 melalui kuesioner Google Forms dengan teknik convenience sampling. Sebanyak 185 responden berusia 19–29 tahun, memiliki pengalaman kerja maksimal lima tahun, masa kerja organisasi maksimal tiga tahun, dan berada pada level trainee hingga junior dianalisis menggunakan regresi linear berganda. Instrumen terdiri atas 29 item Likert yang mengukur enam konstruk. Seluruh item memenuhi kriteria validitas internal, dengan corrected item–total correlation 0,576–0,767, sedangkan Cronbach’s alpha berada pada rentang 0,826–0,893. Model memenuhi asumsi statistik dan menjelaskan 59,8% variasi retention intention. Pengembangan karier menunjukkan pengaruh terstandar terbesar, diikuti work engagement, dukungan manajerial, keadilan kompensasi, serta desain kerja dan fleksibilitas. Temuan menegaskan bahwa strategi retensi early-career perlu mengutamakan peluang perkembangan dan keterikatan kerja, serta didukung kualitas manajer, keadilan imbalan, dan desain pekerjaan yang sehat.
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