Main Article Content

Daniel Kisahwan
Bahtiar Usman
Deni Hermana



Tujuan – untuk menganalisis peran work enggament  dalam memediasi pengaruh social support terhadap  turnover intention.

Desain  penelitian – Desain penelitian pengujian hipotesis (testing hypotesis) melalui survey terhadap 400 pegawai non manager, di perusahaan farmasi Indonesia secara acak dengan analisi data menggunakan Structural Equoation Model (SEM) covariant.

Temuan penelitian - Perubahan pada  turnover intention disebabkan oleh tingginya work engagement. Energi, kekuatan, keuletan, dedikasi serta daya serap pegawai atas pekerjaan yang didorong oleh yang didorong oleh sosial support yang terstruktur membuat para pegawai tetap berada dalam organisasi, tidak berpikir berhenti dan mencari pekerjaan lain . Work engagement memediasi pengaruh social support terhadap turnover intention. Implikasi praktis - Perusahaan menyelenggarakan kegiatan sosial bagi pegawai untuk mendukung para pegawai.

Originalitas - menjelaskan fungsi social support dalam kerangka teori Job Demand Resources (JD-R) sebagai predictor turnover intention melalui work engagement.



Download data is not yet available.

Plum Analytics

Article Details



Akhtar, S.M. (2018). “Conceptualizing the impact of perceived organizational support and psychological contract fulfillment of employees paradoxical intentions of stay and leave.” International Journal of Engineering and Technology(UAE) Vol, 7(2): pp 9–14.

Aravind,M. & Manojkrishnan,C.G. (2020). COVID 19: Effect on leading pharmaceutical stocks listed with NSE

Arici, H.E. (2018), "Perceived supervisor support and turnover intention: moderating effect of authentic leadership", Leadership & Organization Development Journal, Vol. 39 No. 7, pp. 899-913.

Ayati, N., Saiyarsarai, P., & Nikfar, S. (2020). Short and long term impacts of COVID-19 on the pharmaceutical sector. DARU Journal of Pharmaceutical Sciences.

Bal, P. Matthijs, Rein de Cooman, and Mol, S.T. (2013). “Dynamics of psychological contracts with work engagement and turnover intention: The influence of organizational tenure.” European Journal of Work and Organizational Psychology Vol. 22(1) pp 107–22.

Baron, RA, and Byrne, D. (2000 ) Social Psychology: 9th ed. Massachusetts: Pearson Education Company

Chen, Y., Kim, Y. K., Liu, Z., Wang, G., and Zhao, G. (2018). “Can HPWS and unions work together to reduce employee turnover intention in foreign MNCs in China?” Advances in Industrial and Labor Relations, Vol.24, 213–242.

Duan, Xiaojian (2019). “The impact of workplace violence on job satisfaction, job burnout, and turnover intention: The mediating role of social support.” Health and Quality of Life Outcomes Vol. 17(1): 1–10.

Duan, X., Ni, X., Shi, L., Zhang, L., Ye, Y., Mu, H., … Wang, Y. (2019). The impact of workplace violence on job satisfaction, job burnout, and turnover intention: the mediating role of social support. Health and Quality of Life Outcomes, 17(1).

Firth,L., Mellor,D.J., Moore,K.A., and Loquet,C. (2004) “How can managers reduce employee intention to quit?”, Journal of Managerial Psychology, Vol. 19 No. 2, pp. 170-187.

Fishbein,M., and Yzer, M.C. (2003)” Using Theory to Design Effective Health Behavior Interventions”. Communication Theory Vol. 32 pp.164-183

Giauque, D., Biget,S., and Varone, F. (2016) “Stress and turnover intents in international organizations: social support and work–life balance as resources”. The International Journal of Human Resource Management, vol.pp 1–23.

Grugulis, I. (2007), “Emotional demands exact a toll on satisfaction and women’s career prospects”. People Management, Vol. 13 No. 12, p. 50

Hom,P.W., Lee,T.W., Shaw, J.D., and Hausknecht, J.P., (2017) “One Hundred Years of Employee Turnover Theory and Research”. Journal of Applied Psychology, Vol. 102, No. 3, 530 –545

Karatepe, Osman M., and Olusegun A. Olugbade. (2009). “The effects of job and personal resources on hotel employees’ work engagement.” International Journal of Hospitality Management Vol. 28(4): 504–12.

Kurtessis,J.N., Eisenberger, R., Ford,M.T., Buffardi,L. Stewarrt, K,A., Adis,C.S C.(2015) “Perceived Organizational Support: A Meta-Analytic Evaluation of Organizational Support Theory”. Journal of Management Vol. 43 No. 6,1854 –18

Kwon, J., Kim, C., & Lee, K. C. (2020). Moderating Effect of the Continental Factor on the Business Strategy and M&A Performance in the Pharmaceutical Industry for Sustainable. International Business. Sustainability, Vol. 12(12), 4985.

Ling, S., Choo,P., and Nasurdin, A.M., (2016). “Supervisor support and work engagement of hotel employees in Malaysia: Is it different for men and women?” Gender in Management Vol. 31(1): 2–18.

Memon, M. A., Salleh, R. and Baharom, M. N. R. (2017) ‘the Mediating Role of Work Engagement Between Pay Satisfaction and Turnover’, International Journal of Economics, Management and Accounting, Vol.1(1), pp. 43–69.

Memon, M.A.,Salleh,R.Mirza.,M.Z.,Cheah,J-H.,Ting,H.,Ahmad.,M.S., Tariq,A,. (2020). Satisfaction matters: the relationships between HRM practices, work engagement and turnover intention. International Journal of Manpower. Emerald Publishing Limited.

Meyers, M.C., Kroon,B., Kooij, D, and de Reuver R.S.M.( 2019). “Organizational Support for Strengths Use, Work Engagement, and Contextual Performance: The Moderating Role of Age.” Applied Research in Quality of Life, January 2019.

Othman, N.,Nasurdin,A.M. (2013). “Social support and work engagement: A study of Malaysian nurses.”Journal of Nursing Management Vol.21(8): 1083–90.

Rai, A., Ghosh, P., Chauhan, R. and Mehta, N.K. (2017) Influence of job characteristics on engagement: does support at work act as moderator?", International Journal of Sociology and Social Policy, Vol. 37 No. 1/2, pp. 86-105

Robbins, S., Judge, T. A. (2017). Organizational behavior 17th. NY: Pearson

Rothmann, S., & Fouché, E. (2018). School Principal Support, and Teachers’ Work Engagement and Intention to Leave: The Role of Psychological Need Satisfaction. Psychology of Retention, Vol.137–156.

Sarafino, E. P. (2011). Health Psychology : Biopsychosocial Interactions 6th. Northwestern University.

Sawang, S. (2012). “Is there an inverted U-shaped relationship between job demands and work engagement: The moderating role of social support?” International Journal of Manpower Vol.33(2): 178–86.

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 Vol.25, 293-315.

Suan, C.L., Nasrudin, A.M, (2013). “Role calrity, Supervisory support, peer support, and work engagement of customer-contact employees in hotels : a future research agenda.” Tourimos : An International multidisplinary Journal of Tourism, Vol.8, Number 1, Spring 2013, pp 315-329

Toyama, H., Mauno,S.(2017). “Associations of Trait Emotional Intelligence with Social Support, Work Engagement, and Creativity in Japanese Elder care Nurses.” Japanese Psychological Research Vol.59 (1): 14–25.

Tuzun, I.K., Kalemci, R.A. (2012), “Organizational and supervisory support in relation to employee turnover intentions”, Journal of Managerial Psychology, Vol. 27 No. 5, pp. 518-534

Wang, Y., Zeyuan,L.,Wang, Y., and Gao,F. (2017). “Psychological Contract and Turnover Intention: The Mediating Role of Organizational Commitment.” Journal of Human Resource and Sustainability Studies Vol.05(01): 21–35.

Wills, T.A., Fegan,M.F (2001) Handbook of health psychology. Ney Jersey. Lawrence Erbaum

Wu, Q., & He, Q. (2020). DIY Laboratories and business innovation ecosystems: The case of pharmaceutical industry. Technological Forecasting and Social Change, 161, 120336.

Most read articles by the same author(s)

> >>