ANALYSIS OF TURNOVER INTENTION, WORK ENGAGEMENT, PERCEIVED ORGANISATIONAL SUPPORT, AND HAPPINESS: THE CASE STUDY OF FINANCE EDUCATION AND TRAINING AGENCY (FETA)
The public sector in Indonesia is often regarded as a sector with stable employee turnover, possibly considered almost non-existent. However, the VUCA (volatile, uncertain, complex, and ambiguous) era has exerted pressure on employees within the Ministry of Finance (MoF) due to both global pressures...
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| Format: | Theses |
| Language: | Indonesia |
| Online Access: | https://digilib.itb.ac.id/gdl/view/75879 |
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| Institution: | Institut Teknologi Bandung |
| Language: | Indonesia |
| Summary: | The public sector in Indonesia is often regarded as a sector with stable employee turnover, possibly considered almost non-existent. However, the VUCA (volatile, uncertain, complex, and ambiguous) era has exerted pressure on employees within the Ministry of Finance (MoF) due to both global pressures (e.g., low economic growth) and domestic demands (e.g., high expectations for public services and societal way of life) that necessitate appropriate responses. The high job demands and societal pressures on employees at the MoF have created an exceedingly demanding work environment.
Conducting research on turnover intention (TI) in the mentioned context is relevant as internal surveys have revealed a high turnover intention rate among employees (46%). Furthermore, this study explores the factors contributing to the high TI by predicting work engagement (WE), perceived organisational support (POS), and happiness as independent variables. The objective of this research is to understand the relationships influencing TI and provide practical implications for enhancing employee performance. Research data was collected through surveys and analysed using Partial Least Squares, Structural Equation Modelling (PLS-SEM). The findings demonstrate the diverse impacts of WE, POS, and happiness in the public sector environment. Two hypotheses were supported, while one hypothesis was rejected, indicating the need for further research.
This study significantly contributes to the understanding of TI within public sector organisations. Several managerial implications and potential avenues for future research are suggested as follow-ups to the findings. Human resource management policies aimed at improving performance in the public sector could consider the relevant factors before implementing new practices.
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