PENGARUH PEKERJAAN YANG BERMAKNA TERHADAP KEINGINAN BERPINDAH KARYAWAN DIMODERASI OLEH EFIKASI DIRI

This research focuses on the study of the effect of meaningful work on employee turnover intention and involves moderating variables in the form of self efficacy. The purpose of this study is to determine the effect of meaningful work on employee turnover intention moderated by self efficacy. This research was conducted in 25 health centers spread across all sub-districts in Lumajang Regency. The total sample used was 502 contract employees of health centers in non-managerial staff positions. The measuring scale used for meaningful work variables is The Work and Meaning Inventory (WAMI), for turnover intention variables using the Turnover Intention Scale (TIS-6) and for self efficacy variables using the Occupational Self Efficacy Scale (OSS-6). Data analysis using PROCESS macros by Hayes. Hypothesis 1 states that there is a negative effect between meaningful work and turnover intention. The results show that the sig. the value obtained is 0.000 <0.05, with a value of β = (-0.114), so hypothesis 1 is accepted. It can be explained that when meaningful work is high, employee turnover intention will decrease. Hypothesis 2 states that self efficacy can strengthen the negative relationship between meaningful work and turnover intention. The result is known that the sig value of the interaction of meaningful work and self efficacy variables is 0.043 <0.05, with a value of β = (-0.008) it can be explained that, when self efficacy gets higher, employee turnover intention decreases. The conclusion is that both hypotheses in this study are accepted. This research can be used as a reference in the HR development process in companies, agencies, or government institutions.