PENGARUH MANAJEMEN TALENTA TERHADAP TURNOVER INTENTION DENGAN KOMITMEN ORGANISASI SEBAGAI VARIABEL MODERASI DI PT SGN PG GEMPOLKREP

This study aims to analyze the effect of talent management on turnover intention and the role of organizational commitment as a moderating variable among employees at PT SGN PG Gempolkrep. The population in this study includes all employees, consisting of 148 permanent employees and 110 contract employees, totaling 258 individuals. The sample size was determined using the Slovin formula with a 5% margin of error, resulting in 157 respondents. The sampling technique employed was Proportionate Stratified Random Sampling. Data collection was conducted through the distribution of questionnaires using a Likert scale.The results of the scale range analysis indicate that turnover intention falls into the moderate category, while both organizational commitment and talent management fall into the high category. The simple linear regression analysis shows that talent management has a negative and significant effect on turnover intention, meaning that the better talent management is implemented, the lower the employees’ intention to leave the company. Furthermore, the results of the moderated regression analysis (Moderated Regression Analysis) reveal that organizational commitment significantly moderates the relationship between talent management and turnover intention by strengthening the negative effect. This means that a high level of organizational commitment can further suppress turnover intention even when talent management is already well implemented. These findings offer theoretical contributions in the field of human resource management and practical implications for companies in designing talent management strategies and strengthening organizational commitment to reduce turnover intention.