Volume 6, Issue 8, August – 2021 International Journal of Innovative Science and Research Technology

ISSN No:-2456-2165

The Factors Which Affecting Turnover Intention

through Employee Engagement as a Mediation
Variable (Case Study on XYZ Private
Bank in Indonesia)
Galih Permadi Putra Aslam Mei Nur Widigdo
Universitas Mercu Buana, Jakarta, Indonesia Universitas Mercu Buana, Jakarta, Indonesia

Abstract:- This research aims to investigate the influence and still survive until now because of its services and
which occurred from employee experience, work life products which focused on the needs of consumers and the
balance and job insecurity to turnover intention with market from various aspects. To provide the best service to
employee engagement as a mediating variable at XYZ consumers, XYZ Private Bank pays great attention to its
Private Bank. The primary data were obtained through employees both personal and professional matters.
questionnaires which spread to 116 respondents and were
analyzed descriptively and quantitatively. Data analysis In the 2018 Annual Report, XYZ Private Bank stated
was performed by SmartPLS which consists of t outer that the company was able to maintain the level of employee
model and inner model tests. The results which processed engagement from year to year and reached 86% in 2018.
by path coefficients show that employee experience has a However, the various efforts that have been made and the
significantly positive effect to employee engagement, work achievements that have been received by XYZ Private Bank
life balance has a significantly positive effect to employee have not made this company smooth in HR management.
engagement, job insecurity has no effect on employee This is shown by the increase in the turnover rate every year
engagement, employee engagement has a significantly and reach 20.19% in 2018.
negative effect on turnover intention, employee experience
has no effect on turnover intention, work life balance has Turnover rate which occurs at XYZ Private Bank is an
no effect on turnover intention, job insecurity has a unusual phenomenon. The turnover rate at XYZ Private Bank
significantly positive effect on turnover intention. were also relatively high compared to the standard banking
Employee engagement has fully mediates the correlation turnover rate in Indonesia which is only around 15%
between employee experience and turnover intention, (Bisnis.com, 2014). Therefore, XYZ Private Bank needs to
while employee engagement did not mediate the figure out the increase in turnover as one of the priorities that
correlation between work life balance and job insecurity should be addressed as soon as possible. To understand
towards turnover intention. further about the conditions that occurred, the authors
conducted a survey relates the turnover to 34 employees of
Keywords:- Employee Experience, Work Life Balance, Job XYZ Private Bank. The results of this pre-survey showed that
Insecurity, Turnover Intention, Employee Engagement. 64.7% of respondents expressed their desire to leave the
company. Total 64% respondents plan to leave in 0-1 and 1-2
I. INTRODUCTION years.

A. Background of the Problem

Companies are required to understand every aspect
which affecting their business processes. This need to be
done continuously so that the company or organization will
survive and capable to face the changes and competition that
is constantly happening. This condition makes organizations
need to respond with various changes to create a balance of Table 1:- Pre-Survey relates to Turnover Intention Time
correlation between internal elements and external elements.
Besides that, companies need to recognize every source in the To determine which are thought to have an influence
company, including human resources. towards the employee intention to leave, the author then
conducted a follow-up survey which showed that the
Human resources are an important aspect in the journey employee experience was 47.10%, personal life was not
of a company or organization, because it will lead the balanced with work (work life balance) of 50%, and feelings
company to move to the right direction if its employees of insecurity about work (job insecurity) of 41.20% are the 3
contribute maximally. XYZ Private Bank as one of the biggest factors suspected of influencing turnover intention.
banking companies that has been founded a long time ago

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Volume 6, Issue 8, August – 2021 International Journal of Innovative Science and Research Technology
ISSN No:-2456-2165
While engagement with the company (employee engagement) studies, sports, volunteerism, hobbies, or taking care of
obtained the smallest percentage, namely 5.90%. parents (McDonald & Bradley, 2005). Furthermore, Hayman
(2005) said that work life balance has three dimensions, such
Derived from the background, phenomena which as work interference with personal life, personal life
occurred above and those completed pre-survey which has interference with work, and work/personal life enhancement.
been employee experience, work life balance, and job
insecurity will affect the employee’s turnover intention at Smithson & Lewis (2000) in Kurniasari (2004)
XYZ Private Bank through employee engagement as a describes job insecurity as a psychological condition of a
mediating variable. person who shows feelings of confusion or insecurity due to
changing environmental conditions. While Sverke et al.
B. Research Objectives (2006) explain job insecurity is a feeling of insecurity of
Based on the background, phenomenon that occurred, employees related to the continuation in the future of their
and pre-survey that has been carried out, this research aims to work. Employees who experience job insecurity feel
reveal and investigate further about the affect from employee powerless to continue working in situations that threaten their
experience, work life balance, and job insecurity on turnover continuity of work (De Witte, 2005). Furthermore, Elst et al.
intention through employee engagement as a mediating (2014) stated that there are four indicators to measure job
variable at XYZ Private Bank. insecurity, namely the likelihood of losing their job soon,
being confident and able to keep their job, feeling insecure
II. THEORETICAL RESEARCH about the future of work, and thinking that they will lose their
job in the near future.
A. Turnover Intention, Employee Engagement, Employee
Experience, Work Life Balance, and Job Insecurity Kulikowski (2017) found that employees who have
Turnover is an employee action to quit or leave the engagement and involvement will reduce the turnover rate in
workplace. Mathis & Jackson (2011) explained that turnover the organization. Meanwhile, organizations that have good
is the process of employees leaving a job position and employee experience have the advantage of retaining and
organization, which need to be replaced by someone else. keeping employees engaged, so that employees will feel
Meanwhile, turnover intention is the gap result between the enthusiastic and behave positively to help the organization
policies which implemented by the organization and achieve its goals (Jalaja & Padashetty, 2018). Naufalia (2020)
employee expectations (Prasetyo et al., 2021). Furthermore, explains that work life balance has a close relationship with
Mobley (2011) explained that there are three indicators to employee engagement. Good management of work life
measure the employee turnover intention, namely thoughts of balance will make employees more engaged. Employees who
quitting, intention to quit, and intention to search for another have employee engagement will be able to increase work
job. commitment which in turn will minimize the occurrence of
turnover (Federman, 2009).
Kreitner & Kinicki (2010) stated that employee
engagement is a person's relations, satisfaction and The employees who are not forced to carry out their
enthusiasm towards his/her work. Meanwhile, Dessler (2016) work will give more effort than what is expected (Gea, 2018),
describes employee engagement as a form of psychological so they will be able to motivate the employees to actively
involvement, correlation, and employee commitment to involved in working and overcome those existing threats
complete the work. Furthermore, Schaufeli et al. (2006) (Sverke & Hellgren, 2003). Meanwhile, Morgan (2017) in his
presented three dimensions which can be used to assess the research found that organizations that implement employee
employee engagement is vigor, dedication, and absorption. experience have 40% lower turnover rate than other
organizations. Employees with positive employee
IBM & Globoforce (2017) explain that employee experiences leads to better performance, great effort at work,
experience is the perception which employees have about and lower turnover rates (IBM & Globoforce, 2016).
their experience at work in interacting with the organization.
Employee experience can be seen from what happens within The decline in turnover intention is also inseparable
the organization as an experience that is integrated with from a balanced of employee life, so that employees can
everyday life, both inside and outside the workplace (Green, survive and provide a good quality of their personal life
2017). Furthermore, Morgan (2017) defines that there are (Naufalia, 2020). With this balance, it will lead the employee
three dimensions which formed employee experience, such as attachment and a secure feeling while working and will
physical environment, culture, and technology. reduce turnover intention in the company (Septiari & Ardana,
2016).
Work life balance is an individual's ability to equalize
work and family commitments, as well as responsibilities to B. Theoretical Framework
other activities outside the work (Parkes & Langford, 2008). Elicited from theoretical research and previous research,
A good work life balance will give employees the opportunity the framework from this research could be seen as follows:
to develop themselves outside of work which includes

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Volume 6, Issue 8, August – 2021 International Journal of Innovative Science and Research Technology
ISSN No:-2456-2165

Fig. 1:- Theoretical Framework

C. Hypothesis office, while the sample set was 116 respondents. The data
According to the literature review and theoretical analysis method used was PLS-SEM modeling with assist of
framework above, the following hypothesis can be SmartPLS to examine the outer and inner models of the
formulated as follows: research.
H1: Employee experience is reckon to have a significant
effect to employee engagement IV. RESULTS AND DISCUSSION
H2: Work life balance is reckon to have a significant effect to
employee engagement A. Research Results
H3: Job insecurity is reckon to have a significant effect to The characteristics of the respondents in this research
employee engagement were female (55.17%) and male (44.83%), aged between 20-
H4: Employee experience is expect to have a significant 30 years (50.86%) and 31-40 years (34.48%), also had a
effect to turnover intention bachelor's degree (90.51%). Respondent with working period
H5: Work life balance is expect to have a significant effect to 1-2 years and 3-years (25.86%) and mostly more than 7 years
turnover intention (31.04%), with permanent employee (59,48%) and temporary
H6: Job insecurity is presume to have a significant effect to employee (40.52%). This illustrates that the characteristics of
turnover intention employees at XYZ Private Bank are the millennial generation
H7: Employee engagement is presume to have a significant who have mobility and higher education, so they have a
effect to turnover intention tendency to change jobs if the benefits that they received are
H8: Employee engagement is thought to mediate the effect not in line with their expectation. Therefore, XYZ Private
from employee experience on turnover intention Bank needs to recognize to the factors which can affect to
H9: Employee engagement is thought to mediate the effect their turnover intention, such as Employee Engagement,
from work life balance on turnover intention Employee Experience, Work Life Balance, and Job
H10: Employee engagement is thought to mediate the effect Insecurity.
from job insecurity on turnover intention
In the outer model test, the three stages were carried out
III. METHODS used to test the validity and reliability of the model. In
examine the validity by convergent validity, it shows that
This research type which conducted were included in from the 48 indicators tested, 13 indicators have a loading
explanatory quantitative research. The research variables factor value of less than 0.6 and need to remove from the
were classified into three variable, dependent variable model and a second test is needed. In the second test, 35
(turnover intention), mediating variable (employee indicators have met the requirements with loading factor
engagement), and the independent variable (employee value greater than 0.6. Then, the discriminant validity test
experience, work life balance, and job insecurity). This shows the cross loading value of each indicator on the
research was conducted from November 2020 to December construct is higher than the other constructs. From these two
2020 at the Headquarter of XYZ Private Bank which located tests, it can be interpreted that from all 35 research indicators
in South Jakarta, Indonesia. Data collection method used in were declared valid and can be used to assess the construct.
this research is a questionnaire research instrument with a Furthermore, in reliability test, the results of composite
Likert scale. The population of this research were all reliability and Cronbach's alpha values of all research
employees at XYZ Private Bank who worked at the head variables have values above 0.7, Thus all constructs in this

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Volume 6, Issue 8, August – 2021 International Journal of Innovative Science and Research Technology
ISSN No:-2456-2165
research have good reliability or the instruments used were or above 0.15 (which is required), so it is said that employee
consistent. experience has a substantial impact to employee engagement
and it is important to observe more in order to decreasing the
Before the hypothesis test, in the inner model test, the turnover intention at the XYZ Private Bank. In the Q2 test,
three test steps were carried out to predict the correlation of obtained the value of 0.590 (which is greater than 0 and less
latent variables, namely R2 test, effect size test and predictive than 1), so it can be interpreted that the structural model has
relevance (Q2). In the R2 test, it was found that R2 value for good predictive relevance.
employee engagement was 0.444 and the R2 value for
turnover intention was 0.262, so it can be interpreted that the
construct of employee engagement can be explained by
exogenous variables of 44.4% and turnover intention can be
explained by exogenous variables of 26,2%.

Table 3:- The Effect Size Outcomes

Table 2:- The R2 Test Results The hypothesis test results which carried out through
the bootstrapping procedure like it can be seen in the Figure
In the effect size test, it was found that employee and Table below.
experience has a significant effect size with a value of 0.618

Fig. 2:- The Bootstrapping Results

Table 4:- Significance Test Results

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Derived from the Figures and Tables above, it can be 7) Employee engagement has a significantly negative
seen the following things as in belows: affect to turnover intention. The path coefficient value
1) Employee experience has a positive significantly affect which obtained was -0.333 with a t-statistic of 2.545 (>
to employee engagement. The path coefficient value 1.96) and a p value of 0.011 (< 0.05).
which obtained was 0.648 with a t-statistic of 8044 (> 8) Employee engagement is able to mediate the affect
1.96) and a p value of 0.00 (< 0.05). from employee experience on turnover intention with a
2) Work life balance has a significantly positive affect to negative and significant correlation. The path
employee engagement. The path coefficient value coefficient value which obtained is -0.216 with a t-
which obtained was 0.183 with a t-statistic of 2.190 (> statistic of 2.427 (> 1.96) and a p-value of 0.015 (<
1.96) and a p value of 0.029 (< 0.05). 0.05).
3) Job insecurity has a insignificantly positive affect to 9) Employee engagement did not mediate the affect from
employee engagement. The path coefficient value work life balance on turnover intention. Its direction
which obtained was 0.111 with a t-statistic of 1.445 was negative and insignificant. The path coefficient
(<1.96) and a p-value of 0.149 (> 0.05). value which obtained was -0.061 with a t-statistic of
4) Employee experience has a insignificantly negative 1.638 (<1.96) and a p-value of 0.102 (> 0.05).
affect to turnover intention. The path coefficient value 10) Employee engagement did not mediate the affect which
which obtained was -0.050 with a t-statistic of 0.347 occured from job insecurity to turnover intention. Its
(<1.96) and a p-value of 0.729 (> 0.05). direction was negative and insignificant. The path
5) Work life balance has a insignificantly negative affect coefficient value obtained was -0.037 with a t-statistic
to turnover intention. The path coefficient value which of 1.275 (<1.96) and a p-value of 0.202 (> 0.05).
obtained was -0.133 with a t-statistic of 1.089 (<1.96)
and a p-value of 0.276 (> 0.05). Correlation analysis between dimensions was
6) Job insecurity has a significantly positive affect to conducted to assess the level of strong or weak correlation
turnover intention. The path coefficient value which between independent variable's dimensions to the dependent
obtained is 0.187 with a t-statistic of 2.129 (> 1.96) and variable.
a p value of 0.033 (< 0.05).

Table 5:- Correlation Analysis Between Dimension

The correlation test outcomes between dimensions strongest correlation to the vigor dimension of the
which performed previously, can be concluded: employee engagement variable with correlation value of
1) Employee experience variable through Cultural dimension 0.430 and classified as moderate. The lowest correlation
has the strongest linkage to dedication dimension of the value was obtained from the lingkage between the
employee engagement variable with a correlation value of dimensions of personal life disorder on work (PLIW) and
0.633 which is quite strong. The lowest correlation value absorption with -0.023 and classified as very low.
is obtained from the correlation between the dimensions 4) Work life balance variable through work-life balance
of physical environment and absorption of 0.069 and dimension (WIPL) has the strongest correlation and has a
classified as very low. negative value on the turnover intention dimension with a
2) Employee experience variable through cultural dimension correlation of -0.245 which is relatively low. The lowest
which has the strongest but negative direction to the correlation value which earned from the correlation
turnover intention dimension with a correlation of -0.359 between the dimensions of increasing work and personal
which is relatively low. The lowest correlation was life (WPLE) on turnover intention was -0.073 and
obtained from the correlation between the dimensions of classified as very low.
technology and turnover intention of -0.078 and classified 5) The dimension from the job insecurity variable has the
as very low. strongest correlation with the dedication dimension from
3) Work life balance variable through the dimensions of employee engagement variable with a negative correlation
increasing work and personal life (WPLE) has the value of -0.185 and was classified as very low. The lowest

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correlation value was obtained from the correlation confirmed research from Naufalia (2020) who found that
between job insecurity dimensions and vigor of -0.042 work life balance has an effect to employee engagement.
which is classified as very low.
6) The dimensions from job insecurity variable have a This test result shows that job insecurity has a positive
positive correlation with the dimensions from the turnover and insignificant affect to employee engagement. Meaning
intention variable with a correlation value of 0.279 which that employees' feelings of insecurity will not make
is relatively low. employees closed to the company. Insecurity feelings about
7) Employee engagement variable through dedication work is an affected by several factors such as demographic
dimension has the strongest and negative correation with characteristics, type of work and environment conditions that
the turnover intention dimension was -0.398 which is cannot be controlled by employees. Different responses from
relatively low. The lowest correlation value was obtained XYZ Private Bank employees to these feelings will affect to
from the correlation between the absorption dimension the level of bondage to the company. This research results
and turnover intention of -0.266 and was classified as low. were found that the indicator of the possibility of losing a job
had the lowest loading factor compared to other indicators.
B. Discussion Respondents answered disagree as many as 63% and strongly
This results shows that employee experience has a disagree 21.5% which means that employees feel safe in their
positive and significant affect to employee engagement. This current job. In the other hand, the indicator of future job
indicates that an employee experience which perceived as insecurity has the highest mean value, which is indicated by
good category by employees will increase their engagement 28% of respondents were agreeing and 8.6% strongly
with the company. The company need to continues to strive agreeing. This shows that employees feel safe at this time but
as to create a good experience for employees such as the are worried about their work in the future so that it has not
policy of providing flexible working hours, flexible benefits, been able to significantly affect the level of engagement. The
the concept of open office space, using the latest technology ongoing Covid-19 pandemic situation and company policies
and various other activities. The result tells that employee such as restructuring, reduction of employees, and changes in
respond it well and it can be seen through the average work procedures have motivated employees to work
answers from respondents who agree on employee experience optimally in order to survive with different levels of
indicators. The dimension with the highest correlation is engagement.
culture with the dedication dimension. Organizations need to
have a good culture in order to create a pleasant atmosphere The results from this research were indicate that
so that employees will feel enthusiastic and proud while employee experience did not affect to turnover intention, so it
working. The positive experiences and perceptions which means that employee experience did not impact to the
formed need to be able to make employees and company employees' turnover at XYZ Private Bank. The value of
more bondage to each other. This research findings were loading factor on investment indicator to physical and mental
confirmed the research by Morgan (2017), and Jalaja & health is the lowest from this result. Respondents' answers to
Padashetty (2018) who found that employee engagement was the statements obtained answers as many as 19% stated that
affected by the experience provided from the company they did not agree with these indicators. Employees feel that
through attention to the needs and intention of employees. the company's attention to health has little affect to their
turnover intention. The data shows that age as a demographic
Elicited from the path coefficient and t-statistics, it is factor has contributed to these results. Ages 20-40 years who
known that work life balance has a positive and significant are classified as productive ages was found to be the majority
affect to employee engagement. This indicates that the more of respondents who have an intention to leave, which is 45%
balanced the lives on the employees both at work and outside, answered agree and 20% stated strongly agree with this
the more bound they are to the company. Work life balance is statement of the turnover intention indicator. This ages range
an important part for employees and company. The is known as millennial generation which is ambitious,
employees of XYZ Private Bank who feel the balance of life competitive, likes challenges, needs recognition, independent,
can avoid stress, boredom, and loss of energy at work. XYZ and doesn't like being in the same position for a long time.
Private Bank employees are able to balance their personal life
with work. The company can still increase the level of work Referring to the results of path coefficients and t-
life balance by evaluating the policies of each division to statistics, these results was indicated that achieving work life
regulate employees to work in the office or at home balance will not affecting the turnover intention on the
alternately. The COVID-19 pandemic situation has forced company. This results were in line with the result from Javed
some employees to work from home in order to maintain the et al. (2014) who said that work life balance has no impact to
health of themselves and their families. XYZ Private Bank's turnover intention. The ability to carry out personal activities
well-structured work pattern is able to provide space for is an important factor in creating a balance between work
employees to separate themselves from work and life outside activities and personal life. Employees at XYZ Private Bank
of work. A clear company management system will improve felt that they have lost time for their personal lives due to
the work-life balance and support the creation of engagement. work. This can be seen from the indicators of delay and loss
The achievement of these two things led to changes in of personal activities which get the lowest loading factor
employee behavior which is Employees will have a positive value. As many as 28% of respondents agree that they
attitude and strong ties with organization. These results were experience loss of time for personal activities because they
are using it for work. Those lost time can lead to feelings of

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looking for another job elsewhere which gives employees the employee experience with turnover intention, whereas the
opportunity to have time for themselves or their families. employees who have good experience will feel more ties and
Another factor that can be found is 27% from respondents have a lower turnover intention.
who agree lose time for personal activities aged 20-40 years
or generation Y. The Covid-19 pandemic situation and XYZ The results from the significance test showed that
Private Bank policy providing the option of working from employee engagement did not mediate the effect of work life
home makes working time uncertain. Generation Y uses work balance to turnover intention. The proposed hypothesis was
life balance as a reference for social and personal self- rejected because thought the value of the indirect affect was
actualization which will lead to an increase in the quality of greater, but it was not significant. This results were in line
work. with Jaharuddin & Zainol (2019) research who declared that
there was no mediating affect from employee engagement to
The results showed that job insecurity had a positive the correlation between work life balance and turnover
and significant effect on turnover intention. This indicates intention. Delayed personal life due to work makes
that a high level of job insecurity can lead to an increase the employees less enthusiastic and less focused on work. Having
level of turnover intention. XYZ Private Bank employees feel time for yourself and family will create happiness for
insecure to their work so they have great tendency to leave. employees so they could forget a while about work. The
One of the factors which affecting the turnover intention is responses from 25% of respondents who agreed on the
the future of work. Data shows that 37% of employees have indicator of delaying personal life for work have an influence
shared anxiety about their future at the company. Contract on the engagement indicator, namely the loss of enthusiasm
employees are the majority who are anxious because they for work on the next day. The high level of engagement and
have the opportunity not to be extended when their work work life balance at XYZ Private Bank employees is not
duration has been completed. This research was similar with followed by the decreasing on turnover intention. The ages
the results by Septiari & Ardana (2016) who declared that job factor is the cause of the difference in results where
insecurity has a significantly positive affect to turnover respondents who aged 20-40 years by 45% were agreed and
intention. 21% strongly agreed that they have turnover intention in the
future. Those aged 20-40 years who are still classified as
According to the path coefficient and t-statistics, it is productive age tends to like challenges and have the desire to
concluded that employee engagement has a negative and change places of work if there is an opportunity.
significant affect to the turnover intention. This indicates that
every employee who is engaged with the company has a The results showed that employee engagement did not
smaller impact to the turnover intention. The company's great have a mediating affect to the correlation between job
attention to the dimensions of employee engagement, namely insecurity and turnover intention. Employee engagement is
vigor, dedication and absorption has a positive impact to able to weaken the effect from job insecurity to turnover
employee turnover rates. In the 2018 Annual Report of XYZ intention, but it is not significant, while the direct effect of
Private Bank, its written that the company was able to job insecurity to turnover intention is significant positive. The
maintain the value of employee engagement from year to year high level of engagement and low job insecurity at XYZ
and reached 86% in 2018. Besides, the most of research Private Bank employees did not affect to the decreasing of
respondents answered agree on each dimension of employee turnover intention at company. This can be seen from as
engagement. Chrisdiana & Raharjo (2017) found that many as 28 respondents agreed and 11 respondents stated
employees engagement have strong emotional and cognitive strongly agree to the statement of indicators interested in
ties to the organization. By retaining employees to maintain a looking for other jobs from the turnover variable. Feelings of
high level of resilience, a sense of meaning to the company, insecurity are not felt by permanent employees because there
and seriousness in work, companies can reduce the turnover is no time limit on the work agreement compared to contract
rates. This research results were support by the Kulikowski ones. The majority of respondents were also having a
research (2017) who declared that employee engagement is working period of more than 2 years so they thought by
closely related to turnover intention. The higher the level of leaving the company will provide opportunities for career
employee engagement with the company, the lower the development, continuing studies, appreciation and a better
turnover intention at the company. work environment. This research results were in line with
Camgoz et al. (2016) who found that employee engagement
The results showed that employee engagement can did not mediate the effect from job insecurity to the turnover
mediate the affect from employee experience to the turnover intention.
intention significantly with negative direction. This indicates
that employee engagement is able to act as a mediating C. Managerial Implications
variable because the direct path coefficient value of employee The employee experience variable has a strong affect to
experience to turnover intention is smaller than the indirect the employee engagement through cultural indicators. Things
affect one. The direct affect result which occurred from that need to be taken into consideration by management are
employee experience to employee engagement is positive the company's goals which recognize by the employees,
direction with significant value. The efforts made by XYZ treating all employees fairly, appreciating performance, and
Private Bank to create a positive experience for employees caring about the physical and mental health of employees.
and will capable to expand the level of engagement with the The company were expected to be able to maintain and
company. Employee engagement is able to linkage the improve a good experience so the employees would feel

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enthusiastic and proud at work. Some ways that can be done B. Suggestion
are by making awards for employees on a regular basis, Drew on the conclusions above, the authors can provide
updating company condition information, providing vitamins some of suggestions as follows:
and masks or health application services. 1) The company were expected to be able to maintain the
level of employee engagement so that turnover intention
Work life balance contributes to increasing employee can be suppressed. Companies need to think about on how
engagement through indicators of improving work and employees can continue to have a high level of energy and
personal life. Achieving a balanced life will create energy and enthusiasm, as well as concentration and seriousness in
enthusiasm for employees. Companies can help achieve a work. Some of the actions which need to be taken such as
balanced life, for example with a policy of working from 8 open wide the opportunities for employees to change
am to 4 pm on Fridays, training for employee personal parts, providing career paths, gain the training related to
development, and holding events for employees' families. work and individual development, opportunities for put up
their opinion, rewards for performance and interesting
Job insecurity variable has a significant positive events.
correlation on turnover intention. Feelings of insecurity about 2) Companies in the future need to continuously evaluate on
work will always be followed by an employee's turnover the efforts which have been made and identify the causes
intention. What management can do is identify employee of turnover intention through internal surveys, maintain
turnover motives through internal surveys, evaluation of good communication, create a comfortable work
existing policies and policy modifications. Besides, the environment, and update the management system.
companies can change and improve the way they 3) The limitation from this research is that the variability
communicate with employees and retain the motivation on value which is still quite low for the employee
employee through promotions and awards. engagement construct was 44.4% and turnover intention
construct was 26.2%, so it is hoped that future researchers
Employee engagement has a significant negative affect will get a higher value for better results.
on turnover intention through dedication indicator. The 4) Further researchers need to explore to other variables
company were expected to maintain the level of engagement which have an impact to employee engagement and
or increase it by paying attention to employees through career turnover intention so as to provide wider and diverse
development, opportunities for opinion, performance knowledge.
appreciation and events which attract employees' interest.
REFERENCES
V. CONCLUSION AND SUGGESTION
[1]. Bisnis.com. (2014, May 15). Finansial. Retrieved:
A. Conclusion https://finansial.bisnis.com/read/20140515/90/228134/s
Research results which have been carried out at XYZ urvei-sdm-perbankan-turn-over-karyawan-15-motif-
Private Bank has end resulted with these following utamanya-cari-tunjangan-lebih-menjanjikan
conclusions: [2]. Camgoz, S. M., Ekmekci, O. T., Karapinar, P. B., &
1) Employee experience has been proven to have a Guler, B. K. (2016). Job Insecurity and Turnover
significant positive affect to employee engagement. Intentions: Gender Differences and The Mediating Role
2) Work life balance has been proven to have a significant of Work Engagement. Sex Roles: A Journal of
positive affect to employee engagement. Research, 75, 583-598. https://doi:10.1007/s11199-016-
3) Job insecurity is proven not to have an affect towards 0595-0
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