The Faktor-Faktor Penentu Retensi Karyawan Di Perusahaan Multinasional (MNC) Indonesia
DOI:
https://doi.org/10.26740/cjpp.v13n02.p570-580Kata Kunci:
Retensi Karyawan, Kompensasi, Pengembangan Karier, Kepemimpinan Inklusif, Budaya OrganisasiAbstrak
Penelitian ini bertujuan untuk mengidentifikasi faktor-faktor kunci yang memengaruhi retensi karyawan serta menganalisis faktor yang paling dominan pada perusahaan multinasional (MNC) di Indonesia. Retensi karyawan menjadi isu strategis di tengah meningkatnya persaingan global dan fenomena perang talenta yang mendorong perusahaan untuk mempertahankan sumber daya manusia berkualitas. Penelitian ini menggunakan metode studi literatur dengan pendekatan systematic review mengacu pada kerangka PRISMA. Data diperoleh melalui penelusuran pada basis data akademik seperti Scopus dan Google Scholar dengan bantuan software Publish or Perish 8. Dari sekitar 100 artikel awal yang teridentifikasi, diseleksi menjadi 10 artikel relevan dalam rentang tahun 2015–2025 untuk dianalisis secara tematik. Hasil sintesis literatur menunjukkan bahwa terdapat empat faktor utama yang secara konsisten memengaruhi retensi karyawan di MNC Indonesia, yaitu: (1) kompensasi dan kesejahteraan karyawan; (2) pengembangan karier dan jalur pertumbuhan yang jelas; (3) gaya kepemimpinan yang inklusif dan suportif; serta (4) budaya organisasi yang adil dan positif. Di antara faktor-faktor tersebut, kompensasi dan pengembangan karier ditemukan sebagai faktor paling dominan yang berpengaruh langsung terhadap keputusan karyawan untuk bertahan, sementara kepuasan kerja, loyalitas, dan keterlibatan karyawan berperan sebagai variabel mediasi penting. Temuan ini memberikan implikasi praktis bagi manajemen SDM dalam merancang strategi retensi yang lebih efektif dan kontekstual di lingkungan MNC Indonesia.
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Hak Cipta (c) 2026 Muhammad Hibban Alamsyah
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