The Influence of Organizational Climate and Generational Preferences on Retention with Employee Engagement as an Intervening Variable on Generation Y and Z Nurses at Provita Hospital Jayapura

Abstract

Employee retention is a long-term investment in future growth and competitiveness. The characteristics of generations Y and Z who tend to move from one workplace to another in a fairly short period of time poses a challenge for organizations. Based on a preliminary study, it was found that 40% of employees had no intention of staying, 40% of employees felt that the organizational climate was less supportive, 30% felt that their current job did not match their preferences, and 40% of employees felt less involved. This study is an associative quantitative study with a cross-sectional design. The population was all nurses of generations Y and Z at Provita Hospital Jayapura. The data collection technique used a questionnaire with a Likert scale of 1 - 4. Data analysis using the Three Box Method and SEM-PLS. Research variables: employee retention, organizational climate, preferences of generations Y and Z, and employee engagement. The results of the data analysis of this study found that organizational climate and generation preferences had a significant effect on employee retention with employee engagement as an intervening variable. Organizational climate and employee engagement each have a significant direct effect on employee retention. While generation preferences do not have a direct effect on employee retention. However, generation preferences will affect employee retention if mediated by employee engagement.