Analisis Pengaruh Supportive Work Environment Terhadap Employee Retention Dengan Organizational Engagement Sebagai Variabel Mediasi Pada Karyawan Perhotelan Bintang Tiga Di Bandar Lampung
DOI:
https://doi.org/10.61104/alz.v4i3.5537Keywords:
Supportive Work Environment, Organizational Engagement, Employee RetentionAbstract
Penelitian ini bertujuan untuk menganalisis pengaruh supportive work environment terhadap employee retention dengan organizational engagement sebagai variabel mediasi pada karyawan perhotelan bintang tiga di Bandar Lampung. Penelitian ini menggunakan pendekatan kuantitatif dengan metode survei melalui penyebaran kuesioner kepada responden yang dipilih menggunakan teknik purposive sampling. Instrumen penelitian telah melalui pengujian validitas dan reliabilitas, dan seluruh item dinyatakan valid serta reliabel. Analisis data dilakukan menggunakan Structural Equation Modeling (SEM) dengan bantuan IBM SPSS AMOS serta uji Sobel untuk menguji peran mediasi organizational engagement. Hasil penelitian menunjukkan bahwa supportive work environment, organizational engagement, dan employee retention berada pada kategori sedang hingga tinggi. Temuan penelitian menunjukkan bahwa supportive work environment berpengaruh positif dan signifikan terhadap employee retention. Selain itu, organizational engagement terbukti mampu memediasi pengaruh supportive work environment terhadap employee retention dengan jenis mediasi parsial, yang menunjukkan bahwa pengaruh langsung tetap signifikan meskipun terdapat variabel mediasi. Hal ini mengindikasikan bahwa semakin baik supportive work environment yang dirasakan karyawan, maka semakin tinggi keterlibatan karyawan dalam organisasi yang pada akhirnya meningkatkan employee retention. Berdasarkan hasil penelitian, disarankan agar peningkatan pada variabel supportive work environment difokuskan pada aspek pengawasan, pada variabel organizational engagement pada aspek kegembiraan dan antusiasme, serta pada variabel employee retention pada aspek kompensasi.
Kata kunci: Supportive Work Environment, Organizational Engagement, Employee Retention
References
Allen, D. G., Bryant, P. C., & Vardaman, J. M. (2010). Retaining Talent: Replacing misconceptions with evidence‐based strategies. Academy of Management Perspectives, 24(2), 48-64.
Ángeles López-Cabarcos, M., Vázquez-Rodríguez, P., & Quiñoá-Piñeiro, L. M. (2022). An approach to employees’ job performance through work environmental variables and leadership behaviours. Journal of Business Research, 140, 361–369. https://doi.org/10.1016/j.jbusres.2021.11.006
Allen, D. G., Bryant, P. C., & Vardaman, J. M. (2019). Retaining Talent: Replacing misconceptions with evidence‐based strategies. Academy of Management Perspectives, 33(2), 166-188.
Bagozzi, R. R., & Yi, Y. (1998). On the Evaluation of Structural Equation Models.
Badan Pusat Statistik Provinsi Lampung. (2023). Direktori hotel dan jasa akomodasi lainnya Provinsi Lampung 2023. Bandar Lampung: BPS Provinsi Lampung.
Badan Pusat Statistik Provinsi Lampung. (2025). Tingkat penghuni kamar hotel dan jasa akomodasi lainnya Provinsi Lampung 2024. Bandar Lampung: BPS Provinsi Lampung.
Bamel, U. K., Rangnekar, S., Stokes, P., & Rastogi, R. (2013). Organizational climate and managerial effectiveness: an Indian perspective. International Journal of Organizational Analysis, 21(2), 198–218. https://doi.org/10.1108/IJOA-09-2011-0514
Bharwani, S., & Butt, N. (2012). Challenges for the global hospitality industry: An HR perspective. Worldwide Hospitality and Tourism Themes, 4(2), 150–162. https://doi.org/10.1108/17554211211217325
Bhatnagar, A., & George, A. S. (2016). Motivating health workers up to a limit: partial effects of performance-based financing on working environments in Nigeria. Health Policy and Planning, 31(7), 868–877. https://doi.org/10.1093/heapol/czw002
Bhatnagar, J. (2007). Talent management strategy of employee engagement in Indian ITES employees: key to retention. Employee Relations, 29(6), 640–663. https://doi.org/10.1108/01425450710826122
Blau, P. M., Wiley, J., York, N., London, & Sydney. (1964). Exchange and Power in Social Life.
Bosma, A. R., Boot, C. R. L., Schaafsma, F. G., Kok, G., & Anema, J. R. (2020). Development of an Intervention to Create a Supportive Work Environment for Employees with Chronic Conditions: An Intervention Mapping Approach. Journal of Occupational Rehabilitation, 30(4), 624–634. https://doi.org/10.1007/s10926-020-09885-z
Boswell, C., Tully, J., Mills, T., & Bs, R. N. (2017). Title: Mindfulness Training: Building a Supportive Environment.
Collier, J. E. (2020). Applied structural equation modeling using AMOS: Basic to advanced techniques. Routledge.
Curado, C., & Vieira, S. (2019). Trust, knowledge sharing and organizational commitment in SMEs. Personnel Review, 48(6), 1449–1468. https://doi.org/10.1108/PR-03-2018-0094
DeLong. (2015). Key Strategies For Retaining Information Technology Professionals.
Dockel, A., Basson, J. S., & Coetzee, M. (2006). The Effect Of Retention Factors On Organisational Commitment: An Investigation Of High Technology Employees. SA Journal of Human Resource Management, 4(2). https://doi.org/10.4102/sajhrm.v4i2.91
Earle, H. A. (2003). Building a workplace of choice: Using the work environment to attract and retain top talent. Journal of Facilities Management, 2(3), 244–257. https://doi.org/10.1108/14725960410808230
Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71(3), 500–507. https://doi.org/10.1037/0021-9010.71.3.500
Eisenberger, R., Stinglhamber, F., Vandenberghe, C., Sucharski, I. L., & Rhoades, L. (2002). Perceived supervisor support: Contributions to perceived organizational support and employee retention. Journal of Applied Psychology, 87(3), 565–573. https://doi.org/10.1037/0021-9010.87.3.565
Farndale, E. , B. S. , V. V. M. , K. C. , & H.-H. V. (2014). Work and organisation engagement: Aligning research and practice.
Fornell Claes, & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research.
Gani, A. (2022). Engineering, and Technology Gani, A. 2022. The Influence of Perceptions of Organizational Support and Interpersonal Abilities on Employee Achievement Motivation. In International Journal of Service Science (Vol. 2, Issue 3).
Gede, S. B., Putra, W., Ida, S., & Ketut, B. (2024). The Role Of Organizational Engagement Mediates The Effect Of Supportive Work Environment On Employee Retention. RJOAS: Russian Journal of Agricultural and Socio-Economic Sciences.
Gefen, D., Straub, D. W., & Boudreau, M.-C. (2000). Structural equation modeling and regression: Guidelines for research practice. Communications of the Association for Information Systems, 4(1), 1–77. https://doi.org/10.17705/1CAIS.00407
George, C. (2015). Retaining professional workers: what makes them stay? Employee Relations, 37(1), 102–121. https://doi.org/10.1108/ER-10-2013-0151
Ghosh, K., & Sahney, S. (2011). Impact of organizational sociotechnical system on managerial retention. Journal of Modelling in Management, 6(1), 33–59. https://doi.org/10.1108/17465661111112494
Ghozali, I. (2021). Aplikasi analisis multivariate dengan program IBM SPSS 26 (Edisi ke-10). Badan Penerbit Universitas Diponegoro.
Guchait, P., & Cho, S. (2010). The impact of human resource management practices on intention to leave of employees in the service industry in India: the mediating role of organizational commitment. The International Journal of Human Resource Management, 21(8), 1228–1247. https://doi.org/10.1080/09585192.2010.483845
Hair, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2010). Multivariate Data Analysis (7th Edition). Pearson.
Hair, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2019). Multivariate Data Analysis Eighth Edition. www.cengage.com/highered
Hair, J. F., Sarstedt, M., Ringle, C. M., & Mena, J. A. (2012). An assessment of the use of partial least squares structural equation modeling in marketing research. Journal of the Academy of Marketing Science, 40(3), 414–433. https://doi.org/10.1007/s11747-011-0261-6
Hakim, A. N., Bagis, F., Astuti, H. J., & Kharismasyah, A. Y. (2025). Supportive Work Environment and Employee Retention: Examining the Mediating Role of Organizational Commitment and Person-Organization Fit. International Journal of Asian Business and Management, 4(2), 383-406.
Halim, H., Radin, T. M. A. T., Azizan, F. L., & Nazri, N. S. (2021). Workplace environment, leader communication and hotel employee retention: job satisfaction as a mediator. Jurnal Komunikasi: Malaysian Journal of Communication, 37(4), 384-404.
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. https://doi.org/10.1037/0021-9010.87.2.268
Horwitz, F. M., Heng, C. T., & Quazi, H. A. (2003). Finders, keepers? Attracting, motivating and retaining knowledge workers. Human Resource Management Journal, 13(4), 23–44. https://doi.org/10.1111/j.1748-8583.2003.tb00103.x
Hytter, A. (2007). Retention strategies in France and Sweden. www.blackhallpublishing.com
Iqbal, S., & Saeed Hashmi, M. (2015). Impact of Perceived Organizational Support on Employee Retention with Mediating Role of Psychological Empowerment. In Soc Sci Pakistan Journal of Commerce and Social Sciences (Vol. 9, Issue 1).
Islam, T., Ali, G., & Ahmed, I. (2018). Protecting healthcare through organizational support to reduce turnover intention. International Journal of Human Rights in Healthcare. https://doi.org/10.1108/IJHRH-03-2017-0012
Jöreskog, K. G. (1993). Testing structural equation models. In K. A. Bollen & J. S. Long (Eds.), Testing structural equation models (pp. 294–316). Sage Publications.
Juhdi, N., Pa’wan, F., & Hansaram, R. M. K. (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. https://doi.org/10.1080/09585192.2013.763841
Kadiresan, V., Khuan, W. S., Arumugam, T., Rasu, F., & Theseira, A. S. (2019). Employee Engagement and Retention in Automotive Industry in Malaysian Context. Job Stress as a Moderator. International Journal of Engineering and Advanced Technology, 8(6s3), 607–616. https://doi.org/10.35940/ijeat.F1108.0986S319
Kahn, W. A. (1990). Psychological Conditions of Personal Engagement and Disengagement at Work. Academy of Management Journal, 33(4), 692–724. https://doi.org/10.5465/256287
Kundu, S. C., & Lata, K. (2017). Effects of supportive work environment on employee retention: Mediating role of organizational engagement. International Journal of Organizational Analysis, 25(4), 703–722. https://doi.org/10.1108/IJOA-12-2016-1100
Kyndt, E., Dochy, F., Michielsen, M., & Moeyaert, B. (2009). Employee Retention: Organisational and Personal Perspectives. Vocations and Learning, 2(3), 195–215. https://doi.org/10.1007/s12186-009-9024-7
Luthans, F., Norman, S.M., Avolio, B.J. and Avey, J.B. (2008), “The mediating role of psychological capital in the supportive organizational climateemployee performance relationship”, Journal of Organizational Behavior, Vol. 29 No. 2, pp. 219238.
Ma Prieto, I., & Pilar Pérez-Santana, M. (2014). Managing innovative work behavior: the role of human resource practices. Personnel Review, 43(2), 184–208. https://doi.org/10.1108/PR-11-2012-0199
Macey, W. H., & Schneider, B. (2008). The Meaning of Employee Engagement. Industrial and Organizational Psychology, 1(1), 3–30. https://doi.org/10.1111/j.1754-9434.2007.0002.x
Malinen, S., Wright, S., & Cammock, P. (2013). What drives organisational engagement? Evidence-Based HRM: A Global Forum for Empirical Scholarship, 1(1), 96–108. https://doi.org/10.1108/20493981311318638
Naris, N. S., & Ukpere, I. W. (2010). Developing a retention strategy for qualified staff at the Polytechnic of Namibia. African Journal of Business Management, 4(6), 1078–1084. http://www.academicjournals.org/AJBM
Naz, S., Li, C., Nisar, Q. A., Khan, M. A. S., Ahmad, N., & Anwar, F. (2020). A Study in the Relationship Between Supportive Work Environment and Employee Retention: Role of Organizational Commitment and Person–Organization Fit as Mediators. Sage Open, 10(2). https://doi.org/10.1177/2158244020924694
Noordiana, W., Hanafi, W., & Lyana Baharin, N. (2018). Effects of Talent Management on Employee Retention: A Case Study of Hospitality Industry. https://www.researchgate.net/publication/340923519
Nur Alfianti, A. M. S. , D. P. K. (2026). Pengaruh Performance Expectancy dan Effort Expectancy Terhadap Continuance Intention to Use Melalui Mediasi Attitude Towards Use pada Aplikasi Netflix.
Nutov, L., & Hazzan, O. (2014). An organizational engagement model as a management tool for high school principals. Journal of Educational Administration, 52(4), 469–486. https://doi.org/10.1108/JEA-12-2012-0132
Odubanjo, D. (2015). Employee Retention Strategies In Gauff Consultants (Nigeria) Limited. (A Case Study On Gauff Consultants Nigeria Limited) Dissertation Submitted In Part Fulfilment Of The Requirements For The Dgree Of Masters In Business Administration At Dublin Business School And Mba (Business Management).
Presbitero, A., Roxas, B., & Chadee, D. (2016). Looking beyond HRM practices in enhancing employee retention in BPOs: focus on employee–organisation value fit. The International Journal of Human Resource Management, 27(6), 635–652. https://doi.org/10.1080/09585192.2015.1035306
Ramlall, S. (2003). Organizational Application Managing Employee Retention as a Strategy for Increasing Organizational Competitiveness (Vol. 8, Issue 2).
Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: A review of the literature. Journal of Applied Psychology, 87(4), 698–714. https://doi.org/10.1037/0021-9010.87.4.698
Rhule, K. (2004). Duquesne Scholarship Collection Duquesne Scholarship Collection Electronic Theses and Dissertations The Effects of the Manager’s Behavior on the Retention of High The Effects of the Manager’s Behavior on the Retention of High Potential Employees for Different Generations Potential Employees for Different Generations. https://dsc.duq.edu/etd
Rich, B. L., Lepine, J. A., & Crawford, E. R. (2010). Job engagement: Antecedents and effects on job performance. Academy of management journal, 53(3), 617-635.
Richman, A. L., Civian, J. T., Shannon, L. L., Jeffrey Hill, E., & Brennan, R. T. (2008). The relationship of perceived flexibility, supportive work–life policies, and use of formal flexible arrangements and occasional flexibility to employee engagement and expected retention. Community, Work & Family, 11(2), 183–197. https://doi.org/10.1080/13668800802050350
Rogg, K.L., Schmidt, D.B., Shull, C. and Schmitt, N. (2001), “Human resource practices, organizational climate, and customer satisfaction”, Journal of Management, Vol. 27 No. 4, pp. 431449.
Saks, A. M. (2006). Antecedents and consequences of employee engagement. Journal of Managerial Psychology, 21(7), 600–619. https://doi.org/10.1108/02683940610690169
Saks, A. M. (2022). Caring human resources management and employee engagement. Human Resource Management Review, 32(3), 100835. https://doi.org/10.1016/j.hrmr.2021.100835
Saks, A. M., & Gruman, J. A. (2014). What Do We Really Know About Employee Engagement? Human Resource Development Quarterly, 25(2), 155–182. https://doi.org/10.1002/hrdq.21187
Samuel, M. O., & Chipunza, C. (2009). Employee retention and turnover: Using motivational variables as a panacea. African Journal of Business Management, 3(8), 410–415. https://doi.org/10.5897/AJBM09.125
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, 25(3), 293–315. https://doi.org/10.1002/job.248
Schermerhorn, J.R., Gardner, W.L. and Martin, T.N. (1990), “Management dialogues: turning on the marginal performer”, Organizational Dynamics, Vol. 18 No. 4, pp. 4759.
Sekaran & Bougie. (2016). Researc method for business.
Shaikh, O. A. (2024). Effect of Supportive Work Environment on Employee retention Mediating role of employee engagement. In GISRAS Journal of Management & Islamic Finance (Vol. 4, Issue 2).
Shakeel, N. (2015). Journal of Resources Development and Management www.iiste.org ISSN. In An International Peer-reviewed Journal (Vol. 6). www.iiste.org
Singh, S., & Dixit, P. K. (2011). Employee retention: The art of keeping the people who keep you in business. VSRD International Journal of Business & Management Research, 1(7), 441-448.
Toling Jr, W. A., Paolo Lacap, J. G., Biag, G. M., Joy Cosina, M. M., Jean Españo, L. O., Isabela Evangelista, M. A., Joy Garcia, F. F., & Osial, R. D. (2021). PREO Journal of Business and Management The Intervening Effect of Organizational Engagement on the Relationship Between Supportive Work Environment and Employee Retention. Journal of Business and Management, 2(2), 2619–6824.
Tripathi, A., & Kalia, P. (2024). Examining the effects of supportive work environment and organisational learning culture on organisational performance in information technology companies: The mediating role of learning agility and organisational innovation. Innovation: Organization and Management, 26(2), 257–277. https://doi.org/10.1080/14479338.2022.2116640
Walker, J. W. (2001). Zero Defections? Human Resource Planning, 24, 6–8.
Wickramasinghe, V. (2010). Impact of time demands of work on job satisfaction and turnover intention. Strategic Outsourcing: An International Journal, 3(3), 246–255. https://doi.org/10.1108/17538291011093820
Yuniarti, R., & Hartiani. (2025). Pengaruh Distribusi Data Terhadap Hasil Uji Korelasi Studi Pada Uji Pearson Product Moment, Rank Spearman, dan Rank Kendall Tau. Jurnal UJMC, 11(1), 9–16.
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2026 Divanti Dwi Ivoni Lapian, RR Erlina
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
This work is licensed under a 