Pengaruh Personal Resources terhadap Turnover Intention: Peran Mediasi Work Engagement pada Generasi Z di Yogyakarta

Ahmad Fauzi Makarim; Muafi

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24 February 2025

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24 February 2025

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24 February 2025

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Abstract

Penelitian ini bertujuan untuk menganalisis efek mediasi keterikatan kerja karyawan dalam hubungan antara sumber daya pribadi (efikasi diri, harga diri berbasis organisasi, dan optimisme) terhadap niat berhenti kerja pada generasi Z di Yogyakarta. Penelitian menggunakan pendekatan kuantitatif dengan jumlah sampel 100 yang dikumpulkan dari partisipan generasi Z yang telah bekerja minimal 1 tahun dan berdomisili di Yogyakarta. Data penelitian ini dianalisis menggunakan software Smart-PLS. Hasil penelitian menunjukkan bahwa semua sumber daya pribadi memiliki dampak positif pada keterikatan kerja; adapun keterikatan kerja memiliki dampak negatif pada keinginan untuk pindah atau berhenti. Hasil penelitian ini juga mengungkapkan bahwa meskipun harga diri berbasis organisasi dan optimisme memiliki dampak negatif pada keinginan untuk berhenti bekerja; namun efikasi diri tidak berpengaruh pada keinginan untuk berhenti bekerja. Selain itu, keterikatan kerja memediasi hubungan antara efikasi diri, harga diri berbasis organisasi, optimisme, dengan keinginan untuk berhenti bekerja. Penelitian ini tidak dapat sepenuhnya mengontrol variabel eksternal seperti faktor sosial-ekonomi, yang mungkin mempengaruhi hasil penelitian, ditambah dengan fakta sulitnya mencari pekerjaan pasca pandemi, bisa menjadi variabel yang diperhitungkan di penelitian selanjutnya.

Keywords

sumber daya pribadi efikasi diri harga diri berbasis organisasi optimisme keterlibatan kerja niat berhenti bekerja

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How to Cite

Makarim, A. F., & Muafi. (2025). Pengaruh Personal Resources terhadap Turnover Intention: Peran Mediasi Work Engagement pada Generasi Z di Yogyakarta. Selekta Manajemen: Jurnal Mahasiswa Bisnis & Manajemen, 3(2), 1–16. Retrieved from https://journal.uii.ac.id/selma/article/view/39149

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References

Agarwal, U.A. et al. (2012) “Linking LMX, innovative work behaviour and turnover intentions,” Career Development International, 17(3), hal. 208–230. Tersedia pada: https://doi.org/10.1108/13620431211241063.
Agarwal, U.A., Singh, S.K. dan Cooke, F.L. (2024) “Does Co-worker Incivility Increase Perceived Knowledge Hiding? The Mediating Role of Work Engagement and Turnover Intentions and the Moderating Role of Cynicism,” British Journal of Management, 35(3), hal. 1281–1295. Tersedia pada: https://doi.org/https://doi.org/10.1111/1467-8551.12759.
Alhajaj, W.E. dan Ahmad, S.Z. (2024) “The effectiveness of human resource management practices, work engagement and self-efficacy in minimizing talent turnover intention,” International Journal of Productivity and Performance Management, 73(8), hal. 2414–2440. Tersedia pada: https://doi.org/10.1108/IJPPM-02-2023-0090.
Anasori, E. et al. (2021) “The mediating role of psychological distress between ostracism, work engagement, and turnover intentions: An analysis in the Cypriot hospitality context,” International Journal of Hospitality Management, 94, hal. 102829. Tersedia pada: https://doi.org/https://doi.org/10.1016/j.ijhm.2020.102829.
Andriyani, H.S. et al. (2024) “The influence of personal resources and job stress on turnover intention among employees in the ground transportation industry,” International Journal of Applied Finance and Business Studies, 12(1), hal. 52–60. Tersedia pada: https://ijafibs.pelnus.ac.id/index.php/ijafibs/article/view/284.
Badan Pusat Statistik Provinsi Daerah Istimewa Yogyakarta (2022) Proyeksi Penduduk menurut Kelompok Umur dan Jenis Kelamin di D.I. Yogyakarta (x 1000), 2017-2025 (Jiwa), 2024-2025, Badan Pusat Statistik Provinsi Daerah Istimewa Yogyakarta. Tersedia pada: https://yogyakarta.bps.go.id/id/statistics-table/2/MTc0IzI=/proyeksi penduduk-menurut-kelompok-umur-dan-jenis-kelamin-di-d-i-yogyakarta-x-1000-2017-2025.html (Diakses: 22 Oktober 2024).
Bakker, A.B. dan Bal, M.P. (2010) “Weekly work engagement and performance: A study among starting teachers,” Journal of Occupational and Organizational Psychology, 83(1), hal. 189–206. Tersedia pada: https://doi.org/10.1348/096317909X402596.
Bandura, A. (1977) “Self-efficacy: Toward a unifying theory of behavioral change.,” Psychological Review. US: American Psychological Association, hal. 191–215. Tersedia pada: https://doi.org/10.1037/0033-295X.84.2.191.
Bhatnagar, J. (2012) “Management of innovation: role of psychological empowerment, work engagement and turnover intention in the Indian context,” The International Journal of Human Resource Management, 23(5), hal. 928–951. Tersedia pada: https://doi.org/10.1080/09585192.2012.651313.
Carmeli, A., Meitar, R. dan Weisberg, J. (2006) “Self‐leadership skills and innovative behavior at work,” International Journal of Manpower. Diedit oleh S. Stashevsky dan R. Burke, 27(1), hal. 75–90. Tersedia pada: https://doi.org/10.1108/01437720610652853.
Carver, C.S. dan Scheier, M.F. (2001) “Optimism, pessimism, and self-regulation,” in E.C. Chang (ed.) Optimism & pessimism: Implications for theory, research, and practice. Washington, DC, US: American Psychological Association, hal. 31–51. Tersedia pada: https://doi.org/10.1037/10385-002.
Christensen Hughes, J. dan Rog, E. (2008) “Talent management,” International Journal of Contemporary Hospitality Management. Diedit oleh N. D’Annunzio‐Green, G. Maxwell, dan S. Watson, 20(7), hal. 743–757. Tersedia pada: https://doi.org/10.1108/09596110810899086.
Colarelli, S.M. (1984) “Methods of communication and mediating processes in realistic job previews.,” Journal of Applied Psychology, 69(4), hal. 633–642. Tersedia pada: https://doi.org/10.1037/0021-9010.69.4.633.
Cotel, A., Golu, F. dan Oprea, B. (2021) “Job resources, personal resources, and work engagement of healthcare workers from Romania,” Romanian Journal of Neurology, 20(4), hal. 458–461. Tersedia pada: https://doi.org/10.37897/RJN.2021.4.8.
Deloitte Touche Tohmatsu Limited (2022) Striving for balance, advocating for change: The Deloitte Global 2022 Gen Z & Millennial Survey. London. Tersedia pada: https://www2.deloitte.com/id/en/pages/about-deloitte/articles/millennialsurvey.html.
Ghozali, I. (2008) Structural equation modeling: Metode alternatif dengan partial least square (pls). Badan Penerbit Universitas Diponegoro.
Ghozali, I. dan Latan, H. (2015) Partial Least Squares: Konsep, Teknik, Aplikasi Menggunakan Smart PLS 3.0 Untuk Penelitian Empiris. 2 ed. Semarang: Badan Penerbit Universitas Diponegoro.
Ghufron, M.N. dan Risnawita S, R. (2016) Teori-teori Psikologi. Yogyakarta: Ar-Ruzz Media.
Gupta, M. dan Shaheen, M. (2017) “Impact of work engagement on turnover intention: moderation by psychological capital in India,” Business: Theory and Practice, 18, hal. 136–143. Tersedia pada: https://journals.vilniustech.lt/index.php/BTP/article/view/8165.
Hakanen, J.J., Bakker, A.B. dan Schaufeli, W.B. (2006) “Burnout and work engagement among teachers,” Journal of School Psychology, 43(6), hal. 495–513. Tersedia pada: https://doi.org/https://doi.org/10.1016/j.jsp.2005.11.001.
Hakanen, J.J., Bakker, A.B. dan Turunen, J. (2024) “The relative importance of various job resources for work engagement: A concurrent and follow-up dominance analysis,” BRQ Business Research Quarterly, 27(3), hal. 227–243. Tersedia pada: https://doi.org/10.1177/23409444211012419.
Hardaningtyas, R.T. (2020) “Personal resources and turnover intention among private sector employees: Does work engagement still matter?,” JEMA: Jurnal Ilmiah Bidang Akuntansi Dan Manajemen, 17(1), hal. 1–18. Tersedia pada: https://riset.unisma.ac.id/index.php/jema/article/view/4989.
Hoare, C. dan Vandenberghe, C. (2022) “Are They Created Equal? A Relative Weights Analysis of the Contributions of Job Demands and Resources to Well-Being and Turnover Intention,” Psychological Reports, 127(1), hal. 392–418. Tersedia pada: https://doi.org/10.1177/00332941221103536.
Hobfoll, S.E. (2002) “Social and Psychological Resources and Adaptation,” Review of General Psychology, 6(4), hal. 307–324. Tersedia pada: https://doi.org/10.1037/1089-2680.6.4.307.
Hobfoll, Stevan E et al. (2003) “‘Resource loss, resource gain, and emotional outcomes among inner city women’: Correction to Hobfoll et al. (2003).,” Journal of Personality and Social Psychology, 85(2), hal. 248. Tersedia pada: https://doi.org/10.1037/0022-3514.85.2.248.
Hobfoll, S. E. et al. (2003) “Resource loss, resource gain, and emotional outcomes among inner city women.,” Journal of Personality and Social Psychology, 84(3), hal. 632–643. Tersedia pada: https://doi.org/10.1037/0022-3514.84.3.632.
Kahn, W.A. dan Fellows, S. (2013) “Employee engagement and meaningful work,” in B.J. Dik, Z.S. Byrne, dan M.F. Steger (ed.) Purpose and meaning in the workplace. Washington, DC, US: American Psychological Association, hal. 105–126. Tersedia pada: https://doi.org/10.1037/14183-006.
Kim, W. dan Hyun, Y.S. (2017) “The impact of personal resources on turnover intention,” European Journal of Training and Development, 41(8), hal. 705–721. Tersedia pada: https://doi.org/10.1108/EJTD-05-2017-0048.
Llorens, S. et al. (2006) “Testing the robustness of the job demands-resources model.,” International Journal of Stress Management, 13(3), hal. 378–391. Tersedia pada: https://doi.org/10.1037/1072-5245.13.3.378.
Lockwood, N.R. (2007) “Leveraging Employee Engagement for Competitive Advantage,” Society for Human Resource Management Research Quarterly, 1, hal. 1–12. Tersedia pada: https://www.scirp.org/reference/referencespapers?referenceid=1686714.
Lum, L. et al. (1998) “Explaining nursing turnover intent: job satisfaction, pay satisfaction, or organizational commitment?,” Journal of Organizational Behavior, 19(3), hal. 305–320. Tersedia pada: https://doi.org/10.1002/(SICI)1099-1379(199805)19:3<305::AID-JOB843>3.0.CO;2-N.
Mercer LLC (2021) Dissatisfaction with pay and benefits, limited career advancement are key drivers of employee turnover in ASEAN, says Mercer’s latest survey, Mercer LLC. Tersedia pada: https://www.mercer.com/en-my/about/newsroom/key-drivers-of-employee-turnover-in-asean/ (Diakses: 22 Oktober 2024).
Muhtar (2023) Mengenal 6 Macam Generasi di Indonesia Sesuai Tahun Lahir, Kamu Termasuk yang Mana?, Universitas Insan Cita Indonesia. Tersedia pada: https://uici.ac.id/mengenal-6-macam-generasi-di-indonesia-sesuai-tahun-lahir-kamu-termasuk-yang-mana/#:~:text=Gen X adalah generasi yang,yang terbiasa dengan teknologi digital. (Diakses: 22 Oktober 2024).
Pierce, J.L. et al. (1989) “Organization-Based Self-Esteem: Construct Definition, Measurement, And Validation,” Academy of Management Journal, 32(3), hal. 622–648. Tersedia pada: https://doi.org/10.5465/256437.
Priyono (2016) Metode Penelitian Kuantitatif. Sidoarjo: Zifatama Publishing.
Robbins, S.. (2006) Perilaku Organisasi. Jakarta: Jakarta: PT Indeks.
Saks, A.M. (2006) “Antecedents and consequences of employee engagement,” Journal of Managerial Psychology, 21(7), hal. 600–619. Tersedia pada: https://doi.org/10.1108/02683940610690169.
Schaufeli, W.B. et al. (2002) “Burnout and Engagement in University Students: A Cross-National Study,” Journal of Cross-Cultural Psychology, 33(5), hal. 464–481. Tersedia pada: https://doi.org/10.1177/0022022102033005003.
Schaufeli, W.B. dan 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), hal. 293–315. Tersedia pada: https://doi.org/10.1002/job.248.
Scheier, M.F., Carver, C.S. dan Bridges, M.W. (1994) “Distinguishing optimism from neuroticism (and trait anxiety, self-mastery, and self-esteem): a reevaluation of the Life Orientation Test.,” Journal of personality and social psychology, 67(6), hal. 1063–1078. Tersedia pada: https://doi.org/10.1037//0022-3514.67.6.1063.
Schwarzer, R. dan Jerusalem, M. (1995) “General Self-Efficacy Scale,” in J. Weinman, S.C. Wright, dan M. Johnston (ed.) Measures in Health Psychology: A User’s Portfolio. Causal and Control Beliefs. Windsor: NFER-NELSON, hal. 35–37.
Wollard, K.K. dan Shuck, B. (2011) “Antecedents to Employee Engagement: A Structured Review of the Literature,” Advances in Developing Human Resources, 13(4), hal. 429–446. Tersedia pada: https://doi.org/10.1177/1523422311431220.
Xanthopoulou, D. et al. (2007) “The role of personal resources in the job demands-resources model.,” International Journal of Stress Management, 14(2), hal. 121–141. Tersedia pada: https://doi.org/10.1037/1072-5245.14.2.121.
Xanthopoulou, D. et al. (2009) “Work engagement and financial returns: A diary study on the role of job and personal resources,” Journal of Occupational and Organizational Psychology, 82(1), hal. 183–200. Tersedia pada: https://doi.org/https://doi.org/10.1348/096317908X285633.
Zhang, X. dan Bartol, K.M. (2010) “Linking Empowering Leadership and Employee Creativity: The Influence of Psychological Empowerment, Intrinsic Motivation, and Creative Process Engagement,” Academy of Management Journal, 53(1), hal. 107–128. Tersedia pada: https://doi.org/10.5465/amj.2010.48037118.

References

Agarwal, U.A. et al. (2012) “Linking LMX, innovative work behaviour and turnover intentions,” Career Development International, 17(3), hal. 208–230. Tersedia pada: https://doi.org/10.1108/13620431211241063.

Agarwal, U.A., Singh, S.K. dan Cooke, F.L. (2024) “Does Co-worker Incivility Increase Perceived Knowledge Hiding? The Mediating Role of Work Engagement and Turnover Intentions and the Moderating Role of Cynicism,” British Journal of Management, 35(3), hal. 1281–1295. Tersedia pada: https://doi.org/https://doi.org/10.1111/1467-8551.12759.

Alhajaj, W.E. dan Ahmad, S.Z. (2024) “The effectiveness of human resource management practices, work engagement and self-efficacy in minimizing talent turnover intention,” International Journal of Productivity and Performance Management, 73(8), hal. 2414–2440. Tersedia pada: https://doi.org/10.1108/IJPPM-02-2023-0090.

Anasori, E. et al. (2021) “The mediating role of psychological distress between ostracism, work engagement, and turnover intentions: An analysis in the Cypriot hospitality context,” International Journal of Hospitality Management, 94, hal. 102829. Tersedia pada: https://doi.org/https://doi.org/10.1016/j.ijhm.2020.102829.

Andriyani, H.S. et al. (2024) “The influence of personal resources and job stress on turnover intention among employees in the ground transportation industry,” International Journal of Applied Finance and Business Studies, 12(1), hal. 52–60. Tersedia pada: https://ijafibs.pelnus.ac.id/index.php/ijafibs/article/view/284.

Badan Pusat Statistik Provinsi Daerah Istimewa Yogyakarta (2022) Proyeksi Penduduk menurut Kelompok Umur dan Jenis Kelamin di D.I. Yogyakarta (x 1000), 2017-2025 (Jiwa), 2024-2025, Badan Pusat Statistik Provinsi Daerah Istimewa Yogyakarta. Tersedia pada: https://yogyakarta.bps.go.id/id/statistics-table/2/MTc0IzI=/proyeksi penduduk-menurut-kelompok-umur-dan-jenis-kelamin-di-d-i-yogyakarta-x-1000-2017-2025.html (Diakses: 22 Oktober 2024).

Bakker, A.B. dan Bal, M.P. (2010) “Weekly work engagement and performance: A study among starting teachers,” Journal of Occupational and Organizational Psychology, 83(1), hal. 189–206. Tersedia pada: https://doi.org/10.1348/096317909X402596.

Bandura, A. (1977) “Self-efficacy: Toward a unifying theory of behavioral change.,” Psychological Review. US: American Psychological Association, hal. 191–215. Tersedia pada: https://doi.org/10.1037/0033-295X.84.2.191.

Bhatnagar, J. (2012) “Management of innovation: role of psychological empowerment, work engagement and turnover intention in the Indian context,” The International Journal of Human Resource Management, 23(5), hal. 928–951. Tersedia pada: https://doi.org/10.1080/09585192.2012.651313.

Carmeli, A., Meitar, R. dan Weisberg, J. (2006) “Self‐leadership skills and innovative behavior at work,” International Journal of Manpower. Diedit oleh S. Stashevsky dan R. Burke, 27(1), hal. 75–90. Tersedia pada: https://doi.org/10.1108/01437720610652853.

Carver, C.S. dan Scheier, M.F. (2001) “Optimism, pessimism, and self-regulation,” in E.C. Chang (ed.) Optimism & pessimism: Implications for theory, research, and practice. Washington, DC, US: American Psychological Association, hal. 31–51. Tersedia pada: https://doi.org/10.1037/10385-002.

Christensen Hughes, J. dan Rog, E. (2008) “Talent management,” International Journal of Contemporary Hospitality Management. Diedit oleh N. D’Annunzio‐Green, G. Maxwell, dan S. Watson, 20(7), hal. 743–757. Tersedia pada: https://doi.org/10.1108/09596110810899086.

Colarelli, S.M. (1984) “Methods of communication and mediating processes in realistic job previews.,” Journal of Applied Psychology, 69(4), hal. 633–642. Tersedia pada: https://doi.org/10.1037/0021-9010.69.4.633.

Cotel, A., Golu, F. dan Oprea, B. (2021) “Job resources, personal resources, and work engagement of healthcare workers from Romania,” Romanian Journal of Neurology, 20(4), hal. 458–461. Tersedia pada: https://doi.org/10.37897/RJN.2021.4.8.

Deloitte Touche Tohmatsu Limited (2022) Striving for balance, advocating for change: The Deloitte Global 2022 Gen Z & Millennial Survey. London. Tersedia pada: https://www2.deloitte.com/id/en/pages/about-deloitte/articles/millennialsurvey.html.

Ghozali, I. (2008) Structural equation modeling: Metode alternatif dengan partial least square (pls). Badan Penerbit Universitas Diponegoro.

Ghozali, I. dan Latan, H. (2015) Partial Least Squares: Konsep, Teknik, Aplikasi Menggunakan Smart PLS 3.0 Untuk Penelitian Empiris. 2 ed. Semarang: Badan Penerbit Universitas Diponegoro.

Ghufron, M.N. dan Risnawita S, R. (2016) Teori-teori Psikologi. Yogyakarta: Ar-Ruzz Media.

Gupta, M. dan Shaheen, M. (2017) “Impact of work engagement on turnover intention: moderation by psychological capital in India,” Business: Theory and Practice, 18, hal. 136–143. Tersedia pada: https://journals.vilniustech.lt/index.php/BTP/article/view/8165.

Hakanen, J.J., Bakker, A.B. dan Schaufeli, W.B. (2006) “Burnout and work engagement among teachers,” Journal of School Psychology, 43(6), hal. 495–513. Tersedia pada: https://doi.org/https://doi.org/10.1016/j.jsp.2005.11.001.

Hakanen, J.J., Bakker, A.B. dan Turunen, J. (2024) “The relative importance of various job resources for work engagement: A concurrent and follow-up dominance analysis,” BRQ Business Research Quarterly, 27(3), hal. 227–243. Tersedia pada: https://doi.org/10.1177/23409444211012419.

Hardaningtyas, R.T. (2020) “Personal resources and turnover intention among private sector employees: Does work engagement still matter?,” JEMA: Jurnal Ilmiah Bidang Akuntansi Dan Manajemen, 17(1), hal. 1–18. Tersedia pada: https://riset.unisma.ac.id/index.php/jema/article/view/4989.

Hoare, C. dan Vandenberghe, C. (2022) “Are They Created Equal? A Relative Weights Analysis of the Contributions of Job Demands and Resources to Well-Being and Turnover Intention,” Psychological Reports, 127(1), hal. 392–418. Tersedia pada: https://doi.org/10.1177/00332941221103536.

Hobfoll, S.E. (2002) “Social and Psychological Resources and Adaptation,” Review of General Psychology, 6(4), hal. 307–324. Tersedia pada: https://doi.org/10.1037/1089-2680.6.4.307.

Hobfoll, Stevan E et al. (2003) “‘Resource loss, resource gain, and emotional outcomes among inner city women’: Correction to Hobfoll et al. (2003).,” Journal of Personality and Social Psychology, 85(2), hal. 248. Tersedia pada: https://doi.org/10.1037/0022-3514.85.2.248.

Hobfoll, S. E. et al. (2003) “Resource loss, resource gain, and emotional outcomes among inner city women.,” Journal of Personality and Social Psychology, 84(3), hal. 632–643. Tersedia pada: https://doi.org/10.1037/0022-3514.84.3.632.

Kahn, W.A. dan Fellows, S. (2013) “Employee engagement and meaningful work,” in B.J. Dik, Z.S. Byrne, dan M.F. Steger (ed.) Purpose and meaning in the workplace. Washington, DC, US: American Psychological Association, hal. 105–126. Tersedia pada: https://doi.org/10.1037/14183-006.

Kim, W. dan Hyun, Y.S. (2017) “The impact of personal resources on turnover intention,” European Journal of Training and Development, 41(8), hal. 705–721. Tersedia pada: https://doi.org/10.1108/EJTD-05-2017-0048.

Llorens, S. et al. (2006) “Testing the robustness of the job demands-resources model.,” International Journal of Stress Management, 13(3), hal. 378–391. Tersedia pada: https://doi.org/10.1037/1072-5245.13.3.378.

Lockwood, N.R. (2007) “Leveraging Employee Engagement for Competitive Advantage,” Society for Human Resource Management Research Quarterly, 1, hal. 1–12. Tersedia pada: https://www.scirp.org/reference/referencespapers?referenceid=1686714.

Lum, L. et al. (1998) “Explaining nursing turnover intent: job satisfaction, pay satisfaction, or organizational commitment?,” Journal of Organizational Behavior, 19(3), hal. 305–320. Tersedia pada: https://doi.org/10.1002/(SICI)1099-1379(199805)19:3<305::AID-JOB843>3.0.CO;2-N.

Mercer LLC (2021) Dissatisfaction with pay and benefits, limited career advancement are key drivers of employee turnover in ASEAN, says Mercer’s latest survey, Mercer LLC. Tersedia pada: https://www.mercer.com/en-my/about/newsroom/key-drivers-of-employee-turnover-in-asean/ (Diakses: 22 Oktober 2024).

Muhtar (2023) Mengenal 6 Macam Generasi di Indonesia Sesuai Tahun Lahir, Kamu Termasuk yang Mana?, Universitas Insan Cita Indonesia. Tersedia pada: https://uici.ac.id/mengenal-6-macam-generasi-di-indonesia-sesuai-tahun-lahir-kamu-termasuk-yang-mana/#:~:text=Gen X adalah generasi yang,yang terbiasa dengan teknologi digital. (Diakses: 22 Oktober 2024).

Pierce, J.L. et al. (1989) “Organization-Based Self-Esteem: Construct Definition, Measurement, And Validation,” Academy of Management Journal, 32(3), hal. 622–648. Tersedia pada: https://doi.org/10.5465/256437.

Priyono (2016) Metode Penelitian Kuantitatif. Sidoarjo: Zifatama Publishing.

Robbins, S.. (2006) Perilaku Organisasi. Jakarta: Jakarta: PT Indeks.

Saks, A.M. (2006) “Antecedents and consequences of employee engagement,” Journal of Managerial Psychology, 21(7), hal. 600–619. Tersedia pada: https://doi.org/10.1108/02683940610690169.

Schaufeli, W.B. et al. (2002) “Burnout and Engagement in University Students: A Cross-National Study,” Journal of Cross-Cultural Psychology, 33(5), hal. 464–481. Tersedia pada: https://doi.org/10.1177/0022022102033005003.

Schaufeli, W.B. dan 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), hal. 293–315. Tersedia pada: https://doi.org/10.1002/job.248.

Scheier, M.F., Carver, C.S. dan Bridges, M.W. (1994) “Distinguishing optimism from neuroticism (and trait anxiety, self-mastery, and self-esteem): a reevaluation of the Life Orientation Test.,” Journal of personality and social psychology, 67(6), hal. 1063–1078. Tersedia pada: https://doi.org/10.1037//0022-3514.67.6.1063.

Schwarzer, R. dan Jerusalem, M. (1995) “General Self-Efficacy Scale,” in J. Weinman, S.C. Wright, dan M. Johnston (ed.) Measures in Health Psychology: A User’s Portfolio. Causal and Control Beliefs. Windsor: NFER-NELSON, hal. 35–37.

Wollard, K.K. dan Shuck, B. (2011) “Antecedents to Employee Engagement: A Structured Review of the Literature,” Advances in Developing Human Resources, 13(4), hal. 429–446. Tersedia pada: https://doi.org/10.1177/1523422311431220.

Xanthopoulou, D. et al. (2007) “The role of personal resources in the job demands-resources model.,” International Journal of Stress Management, 14(2), hal. 121–141. Tersedia pada: https://doi.org/10.1037/1072-5245.14.2.121.

Xanthopoulou, D. et al. (2009) “Work engagement and financial returns: A diary study on the role of job and personal resources,” Journal of Occupational and Organizational Psychology, 82(1), hal. 183–200. Tersedia pada: https://doi.org/https://doi.org/10.1348/096317908X285633.

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Pengaruh Personal Resources terhadap Turnover Intention

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