Pengaruh Budaya Organisasi dan Pelatihan Karyawan Terhadap Loyalitas Karyawan dengan Kepuasan Kerja Sebagai Variabel Moderasi (Studi Kasus Pada PT Haritsa Pipa Rezeki)
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PT Haritsa Pipa Rezeki, perusahaan ritel perlengkapan bayi di Sumatera Utara dan Aceh, menghadapi tantangan tingginya tingkat turnover karyawan yang mencapai 32%-36% pada periode 2022-2024. Fenomena ini berdampak signifikan terhadap biaya operasional, konsistensi layanan, dan kinerja organisasi secara keseluruhan, sehingga diperlukan identifikasi faktor-faktor strategis yang dapat membangun loyalitas karyawan secara berkelanjutan. Penelitian ini bertujuan untuk menganalisis pengaruh budaya organisasi dan pelatihan karyawan terhadap loyalitas karyawan serta mengevaluasi peran kepuasan kerja sebagai variabel moderasi pada PT Haritsa Pipa Rezeki, sebuah perusahaan ritel perlengkapan bayi di Sumatera Utara dan Aceh yang mengalami tantangan dalam mempertahankan loyalitas karyawan. Penelitian ini menggunakan pendekatan kuantitatif dengan metode survei dan desain eksplanatori. Data dikumpulkan dari 154 karyawan tetap yang telah bekerja minimal satu tahun, melalui kuesioner daring berbasis Google Forms. Teknik analisis yang digunakan meliputi analisis deskriptif dan analisis inferensial menggunakan pendekatan Partial Least Squares Structural Equation Modeling (PLS-SEM). Hasil penelitian menunjukkan bahwa budaya organisasi dan pelatihan karyawan masing-masing berpengaruh positif dan signifikan terhadap loyalitas karyawan. Namun, kepuasan kerja tidak terbukti memoderasi hubungan antara budaya organisasi maupun pelatihan terhadap loyalitas. Temuan ini menegaskan bahwa loyalitas lebih dipengaruhi oleh intervensi manajerial langsung dibandingkan kondisi psikologis karyawan. Implikasi dari penelitian ini adalah pentingnya perusahaan menetapkan kebijakan penguatan budaya organisasi dan pengembangan pelatihan sebagai strategi utama retensi karyawan. Sistem monitoring loyalitas dan pelatihan berbasis kompetensi disarankan untuk mendukung kebijakan yang lebih terukur.
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