Electronic Theses and Dissertation

Penelitian ini menguji pengaruh pay transparency terhadap turnover intention pada karyawan PT Dunia Barusa Banda Aceh dengan perceived organizational support dan organizational justice sebagai variabel mediasi. Penelitian menggunakan pendekatan kuantitatif dengan teknik sampel jenuh yang melibatkan seluruh 155 karyawan sebagai responden. Data dikumpulkan melalui penyebaran kuesioner menggunakan skala Likert dan dianalisis menggunakan Structural Equation Modeling– Partial Least Squares (SEM-PLS) dengan bantuan SmartPLS. Hasil penelitian menunjukkan bahwa pay transparency berpengaruh positif terhadap perceived organizational support dan organizational justice. Selanjutnya, organizational justice berpengaruh negatif terhadap turnover intention, sedangkan perceived organizational support tidak berpengaruh signifikan. Hasil analisis mediasi menunjukkan bahwa organizational justice mampu memediasi hubungan antara pay transparency dan turnover intention, sementara perceived organizational support tidak berperan sebagai mediator. Temuan ini mengindikasikan bahwa pada perusahaan dealer otomotif yang berorientasi pada pencapaian target, persepsi karyawan terhadap keadilan organisasi lebih berperan dalam menurunkan turnover intention dibandingkan dukungan organisasi. Oleh karena itu, perusahaan perlu meningkatkan transparansi sistem kompensasi serta memastikan keadilan dalam prosedur dan distribusi penghargaan guna mempertahankan karyawan.
Kata kunci: Pay Transparency, Turnover Intention, Perceived Organizational Support, Organizational Justice.

This study examines the effect of pay transparency on turnover intention among employees of PT Dunia Barusa Banda Aceh by investigating the mediating roles of perceived organizational support and organizational justice. A quantitative approach was employed using a saturated sampling technique, involving all 155 employees as respondents. Data were collected through Likert-scale questionnaires and analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS) with SmartPLS software. The findings indicate that pay transparency positively influences both perceived organizational support and organizational justice. Furthermore, organizational justice has a significant negative effect on turnover intention, whereas perceived organizational support does not significantly affect employees' intention to leave the organization. Mediation analysis reveals that organizational justice mediates the relationship between pay transparency and turnover intention, while perceived organizational support does not. Overall, the findings suggest that in a target-oriented automotive dealership, employees' perceptions of organizational fairness play a more prominent role in reducing turnover intention than organizational support alone. Therefore, organizations should enhance compensation transparency and ensure fairness in organizational procedures and reward distribution to improve employee retention. Keywords: Pay Transparency, Turnover Intention, Perceived Organizational Support, Organizational Justice.