The Influence of Compensation and Career Development Mediated Through Employee Engagement Toward Turnover Intention of The Permanent Officers Employees at The Head Office of PT Bank Syariah Mandiri

Amiral Emeraldo Zahari, Yetti Supriyati, Budi Santoso


Human resources is one of the crucial aspects to achieve the company goals. Turnover intention is a serious problem encountered by the company because it can disrupt the company activities in achieving its goals. Turnover intention is the process or attitude of an employee to consider leaving the current job, and to find alternative employment opportunities in other organizations or companies that are better. The objective of this research was to find out the influence of Compensation and Career Development mediated through Employee Engagement toward Turnover Intention of the permanent officers employees at the Head Office of PT Bank Syariah Mandiri. In this research, the researcher took the samples by using non-probability sampling method with a purposive sampling technique. The samples were the permanent officers of PT. Bank Syariah Mandiri (Head Office) consisted of 291 respondents from the total of 404 permanent officers. The researcher used structural equation model in testing, analyzing the data, and model development. The Data were analyzed by using statistical software tools (LISREL 8.8). The results were: 1) Compensation has a direct negative influence on turnover intention, 2) Career development has a direct negative influence on turnover intention, 3) Compensation has a direct positive influence on employee engagement, 4) Career development has a direct positive influence on employee engagement, 5) Employee engagement has a direct negative influence on turnover intention, 6) Compensation has an indirect negative influence on turnover intention through employee engagement and 7) Career development has an indirect negative influence on turnover intention through employee engagement.

Full Text:



Ahmad, A., & Omar, Z. (2010). Perceived Family-Supportive Work Culture, Affective Commitment and Turnover Intention of Employees. Journal of American Science, 12, 839-846. Alarcon, G. M., & Edwards, J. M. (2011). The Relationship of Engagement, Job Satisfaction and Turnover Intention. Stress and Health, 27, 294-298. doi:10.1002/smi.1365 Alfes, K., Shantz, A., & Soane, E. (2013, January). The Link Between Perceived Human Resource Management Practices, Engagement and Employee Behaviour: A Moderated Mediation Model. The International Journal of Human Resource Management, 24(2), 330-351. doi:10.1080/09585192.2012.679950 Alias, N. E., Nor, N. M., & Hassan, R. (2016). The Relationships Between Talent Management Practices, Employee Engagement, and Employee Retention in the Information and Technology (IT) Organizations in Selangor. Proceedings of the 1st AAGBS International Conference on Business Management 2014 (AiCoBM 2014) (pp. 101-115). Singapore: Springer Science+Business Media. doi:10.1007/978-981-287-426-9_9 Armstrong, M. (2012). Armstrong's Handbook Of Human Resource Management Practice. London: Kogan Page. Awaldi. (2014, April 3). Ikatan Bankir Indonesia. Retrieved Januari 7, 2019, from Ikatan Bankir Indonesia:

Azoury, A., Daou, L., & Sleiaty , F. (2013, December). Employee Engagement in Family and Non-family Firms. International Strategic Management Review, 1(1-2), 1129. Retrieved from Bebe, I. (2016). Employee Turnover Intention in The U.S. Fast Food Industry. Dissertation. Walden University. United States - Minnesota. Retrieved from Brunetto, Y., Teo, S. T., Shacklock,, K., & Farr-Wharton, R. (2012). Emotional Intelligence, Job Satisfaction, Well-being and Engagement: Explaining Organisational Commitment and Turnover Intentions in Policing. Human Resource Management Journal, 1-14. doi:10.1111/j.1748-8583.2012.00198.x Cao, Z., Chen, J., & Song, Y. (2013). Does Total Rewards Reduce the Core Employees’ Turnover Intention? International Journal of Business and Management, 8(20), 62-75. doi:10.5539/ijbm.v8n20p62 Chang, P.-L., Chou, Y.-C., & Cheng, F.-C. (2007). Career Needs, Career Development Programmes, Organizational Commitment and Turnover Intention of Nurses in Taiwan. Journal of Nursing Management, 15, 801-810. doi:10.1111/j.13652934.2007.00772.x Chen, M.-L., Su, Z.-T., Lo, C.-L., Chiu, C.-H., Hu, Y.-H., & Shieh, T.-Y. (2013). An Empirical Study on The Factors Influencing The Turnover Intention of Dentists in Hospitals in Taiwan. Journal Of Dental Services, 1-13. Retrieved from Collini, S. A., Guidroz, A. M., & Perez, L. M. (2015). Turnover in Health Care: The Mediating Effects of Employee Engagement. Journal of Nursing Management, 169-178. doi:10.1111/jonm.12109 DeSimone, R. L., & Werner, J. M. (2012). Human Resource Development, 6th edition. USA: South-Western Cengage Learning. Dessler, G. (2013). Human Resource Management Thirteenth Edition. USA: Prentice Hall. Gaol, C. L. (2014). A to Z Human Capital Manajemen Sumber Daya Manusia (Konsep, Teori, dan Pengembangan dalam Konteks Organisasi Publik dan Bisnis). Jakarta: Grasindo. Greenhaus, J. H., & Callanan, G. A. (2006). Encyclopedia of Career Developement. California: Sage Publications. Guan, Y., Zhou, W., Ye, L., Jiang, P., & Zhou, Y. (2015). Perceived Organizational Career Management and Career Adaptability as Predictors of Success and Turnover Intention among Chinese Employees. Journal of Vocational Behavior, 230-237. Retrieved from Hair, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2010). Multivariate Data Analysis, Seventh Edition. London: Pearson Education. Handoko, T. H. (2008). Manajemen Personalia Sumber Daya Manusia Edisi kedua. Yogyakarta: BPFE. Harter, J. K., Schmidt, F. L., & Hayes, T. L. (2002). Business-Unit-Level Relationship Between Employee Satisfaction, Employee Engagement, and Business Outcomes: A Meta-Analysis. Journal of Applied Psychology, 87(2), 268-279. doi:10.1037//0021-9010.87.2.268 Helen, D. (2014, Mei 15). Bisnis Indonesia. Retrieved from Bisnis Indonesia: Hsu, J. C.-J. (2002). Does Organizational Commitment Affect Turnover In China' Internet Industry. Dissertation, Nova Southeastern University. Retrieved from

J, Anitha. (2014). Determinants of Employee Engagement and Their Impact on Employee Performance. International Journal of Productivity and Performance Management, 63(3), 308-323. Retrieved from Juhdi, N., Pa'wan, F., & Hansaram, R. M. (2013). HR Practices and Turnover Intention: The Mediating Roles of Organizational Commitment and Organizational Engagement in A Selected Region in Malaysia. The International Journal of Human Resource Management, 24(15), 3002-3019. doi:10.1080/09585192.2013.763841 Kumar, M., Jauhari, H., Rastogi, A., & Sivakumar, S. (2018). Managerial Support for Development and Turnover Intention Roles of Organizational Support, Work Engagement and Job Satisfaction. Journal of Organizational Change Management, 31(1), 135-153. doi:10.1108/JOCM-06-2017-0232 Langford, P. H. (2009, December). Measuring Organizational Climate and Employee Engagement: Evidence for a 7 Ps Model of Work Practices and Outcomes. Australian Journal of Psychology, 61(4), 185-198. doi:10.1080/00049530802579481 LSPP. (2018, Oktober 1). Lembaga Sertifikasi Profesi Perbankan. Retrieved from Disampaikan dalam Seminar Nasional Vokasi Perbankan: Lum, K. (2018). An Examination Of The Mediating Effect Of Job Satisfaction In The Predictive Relationship Between Transformational Leadership And Turnover Intention In The United States Service Industry. Dissertation, Capella University. United States - Minnesota. Retrieved from Maslach, C., Schaufeli, W., & Leither, M. (2001). Job Burnout. Annual Review of Psychology, 397-422. Retrieved from Memon, M. A., Salleh, R., & Baharom, M. N. (2017). The Mediating Role Of Work Engagement Between Pay Satisfaction and Turnover Intention. International Journal of Economics, Management and Accounting, 43-69. Retrieved from Work_Engagement_between_Pay_Satisfaction_and_Turnover_Intention Mohd, I. H., Shah, M. M., & Zailan, N. S. (2016). How Work Environment Affects the Employee Engagement in Telecomunication Company. BE-ci 2016 : 3rd International Conference on Business and Economics (hal. 418-426). Malaysia: The European Proceedings of Social & Behavioural Sciences. Retrived from Mondy, W. R., & Noe, R. M. (2005). Human Resource Management Twelfith Edition. New Jersey: Pearson Education. Park, T. (2018). Perspective Of Transformational Leadership By Child Welfare Workers: Impacts on Turnover Intention. Dissertation. Indiana University. United States - Indiana. Retrieved from Ravikumar, T. (2013, August). A Study On Impact Of Team Work, Work Culture, Leadership and Compensation on Engagement Level Of Employees in MSMES in India. International Journal of Advanced Research in Management and Social Sciences, 2(8), 175-185. Rivai, V. (2006). Manajemen Sumber Daya Manusia Untuk Perusahaan dari Teori ke Praktik. Jakarta: PT Raja Grafindo Persada.

Rivai, V. (2009). Islamic Human Capital dari Teori ke Praktik Manajemen Sumber Daya Islami. Jakarta: Rajawali Pers. Robbins, S. (2012). Organizational Behaviour Fifteenth Edition. USA: Pearson Education. Saks, A. M. (2017). Translating Employee Engagement Research into Practice. Organizational Dynamics, 21(7), 600-619. Retrieved from Santhanam, N., Kamalanabhan, T. J., Dyaram, L., & Ziegler, H. (2015, July). Examining the Moderating Effects of Organizational Identification between Human Resource Practices and Employee Turnover Intentions in Indian Hospitality Industry. GSTF Journal on Business Review (GBR), 4(1), 11-19. doi:10.5176/2010-4804_4.1.349 Sarjono, H., & Julianita, W. (2014). SPSS VS LISREL: Sebuah Pengantar, Aplikasi untuk Riset. Jakarta: Salemba Empat. Schaufeli, W. B., & Bakker, A. B. (2004). Job Demands, Job Resources, and Their Relationship with Burnout and Engagement: A Multi-Sample Study. Journal of Organizational Behavior, 293-315. doi:10.1002/job.248 Schaufeli, W. B., Salanova, M., Gonzalez-Roma, V., & Bakker, A. B. (2002). The Measurement of Engagement and Burnout: A Two Sample Confirmatory Factor Analytic Approach. Journal of Happiness Studies, 3, 71-92. Schaufeli, W., & Bakker, A. (2003). Utrecth Work Engagement Scale (UWES-17). Valencia: Occupational Health Psychology Unit Utrecht University. Shahpouri, S., Namdari, K., & Abedi, A. (2016). Mediating Role of Work Engagement in The Relationship Between Job Resources and Personal Resources with Turnover Intention Among Female Nurses. Applied Nursing Research, 216-221. Retrieved from Sharma, D., & Krishnan, V. R. (2012). The Impact of Pay Satisfaction and Transformational Leadership on Employee Engagement. Proceedings of the 5th International Conference of Management and Behavioural Sciences (pp. 11-12). India: Conference of Management and Behavioural Sciences. Shuck, B., Twyford, D., Reio Jr, T. G., & Shuck, A. (2014). Human Resource Development Practices and Employee Engagement: Examining the Connection With Employee Turnover Intentions. Human Resource Development Quarterly, 25(2), 239-270. doi:10.1002/hrdq.21190 Suhendro, P. A. (2008, Januari 15). Tingginya Turnover Karyawan di Indonesia. Dipetik April 27, 2019, dari Tett, R. P., & Meyer, J. P. (1993). Job Satisfaction, Organizational Commitment, Turnover Intention and Turnover: Path Analyses Based on Meta-Analytic Findings. Personnel Psychology, 46, 259-293. Retrieved form Theron, M., Barkhuizen, N., & Plessis, Y. d. (2014). Managing The Academic Talent Void: Investigating Factors in Academic Turnover and Retention in South Africa. SA Journal of Industrial Psychology/SA Tydskrif vir Bedryfsielkunde, 40(1), 1-14. doi:10.4102/sajip.v40i1.1117 Tladinyane, R., & Merwe, M. V. (2016). Career Adaptability and Employee Engagement of Adults Employed in An Insurance Company: An Exploratory Study. SA Journal of Human Resource Management/SA Tydskrif vir Menslikehulpbronbestuur,, 1683-7584. Retrieved from Vos, A. D., & Meganck, A. (2008). What HR Managers do Versus What Employees Value Exploring Both Parties’ Views on Retention Management from A Psychological Contract Perspective. Personnel Review, 38(1), 45-60. doi:10.1108/00483480910920705 Wibowo. (2010). Manajemen Kinerja. Jakarta: PT. Raja Grafindo Persada. Wijanto, S. H. (2015). Metode Penelitian menggunakan Structural Equation Modelling dengan Lisrel 9. Jakarta: Lembaga Penerbit Fakultas Ekonomi Universitas Indonesia.



  • There are currently no refbacks.

Copyright (c) 2021 Amiral Emeraldo Zahari, Yetti Supriyati, Budi Santoso

Creative Commons License
This work is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License.

Published by :

AIBPM Publisher

Editorial Office:

Association of International Business and Professional Management (AIBPM) JL. Kahuripan No. 9 Hotel Sahid Montana, Malang, Indonesia
 +62 341 366222



Kuwait University
Prof Majdi Anwar Quatinah (Advisor)
Jamal Abdul Nasser St, Kuwait

ISSN 2622-0989 (Print)
ISSN: 2621-993X  (Online)