The Impact of Employer Branding and Career Development on Employee Retention at Al-Ibrah Foundation
DOI:
https://doi.org/10.30737/ekonika.v8i2.4696Keywords:
empoyer branding, Career development, Employee RetentionAbstract
The purpose of this research is to determine the influence of employer branding and career development on employee retention applied at Al-Ibrah School in Gresik. The sampling was done using the proportionate stratified random sampling method. The sample for this study consisted of 65 respondents who were teachers at Al Ibrah School from kindergarten, elementary school, and junior high school levels. The analysis technique used in this research was multiple linear regression using SPSS software. The analysis results showed that (1) employer branding has a positive effect on employee retention, (2) career development has a positive effect on employee retention, and (3) employer branding and career development have a positive effect on employee retention. This indicates that the employer branding and career development implemented by Al Ibrah School in Gresik are important in retaining teachers who teach at the school.
Downloads
References
Allen, D. G., Bryant, P. C., & Vardaman, J. M. (2010). Retaining talent: Replacing misconceptions with evidence-based strategies. The Academy of Management Perspectives, 24(2), pp. 48-64
Alniacik, E., Alniacik U. (2012). Identifying Dimensions of Attractiveness in Employer Branding: Effects of Age, Gender, And Current Employment Satus. Procedia - Social and Behavioral Sciences, Vol. 58
Amelia (2018). Employer Branding When HR is the new Marketing.Kompas Media Nusantara: Jakarta
Bryman A, Bell E. (2007). Business Research Method. New York: Oxford.
Dawn, dan Biwas. (2010). Employer Branding A New Strategic Dimension of Indian Corporations. Asian Journal of Management Research, Vol. 22
De Meuse, Kenneth P, Mlodzik, Kevin J. (2010). A Second Look at Generational Differences in the Workforce: Implication for HR and Talent Management. Korn/Ferry Leadership and Talent Consulting. 33(2): 51–58
Ferizal, I. (2016). Journey to be Employer of Choice. Jakarta: PT Gramedia Pustaka Utama
Ghozali. (2011). “Aplikasi Analisis Multivariate Dengan Program SPSS”. Semarang: Badan Penerbit Universitas Diponegoro.
Hadi N, Ahmed S. (2018). Role of Employer Branding Dimensions on Employee Retention: Evidence from Educational Sector. Journal Administrative Sciencese
Hasibuan, Malayu. (2000). Manajemen Sumber Daya Manusia, Edisi Revisi, Jakarta: PT. Bumi Aksara.
Huber, D.L. (2006). Leadership and Nursing Care Management. Thirt Edition Philadelpia: Saunders
Jobplanet. Tingkat Kesetiaan Karyawan dari Berbagai Generasi di Dunia Kerja. Diakses dari blog.id.jobplanet.com
Karthi dan Devi. (2012). A Study on Employee Retention in Leading Multinational Automobile Sector in India. International Journal of Management Research and Review, Vol. 2 Issue 9
Lew, E. B. (2009). Employer Branding Kelompok Usaha Bina Nusantara. JurnalManajemen, (Online),
Luthans, Fred. 2008. Organizational Behavior. Singapore: McGraw-Hill
Mahardika, P. dan Artha, W. (2015). Pengaruh Kepuasan Kerja Terhadap Turnover Intention Dengan Komitmen Organisasi Sebagai Variabel Intervening Pada PT. Autobagus Rent Car Bali. Jurnal Ekonomi Dan Bisnis Fakultas Ekonomi Universitas UNUD Bali. Vol. 4
Mathis Robert L, dan Jackson John H. (2002) Human Resource Management. Alih Bahasa. Jakarta: Salemba Empat
Muma, et al. (2019). Influence of Employer Branding Strategies on Retention of Employees in Universities in Kenya. International Journal of Social Science and Humanities Research. Vol. 7 Issue. 2
Paul J, Raj A. (2017). A Study on the Influence of Employer Branding on Employee Retention in IT Companies around Chennai City. The International Journal Research Publication’s. Vol. 6 No. 3
Ritson, M. (2002) Marketing and HE collaborate to harness employer brand power. Marketing, 24, 1-21
Rudhumbu, et al. (2014). Use of Employer Branding as a tool for Attracting and retaining Talent: Evidence from Private Higher Education Institutions (PHEIs) in Botswana. Journal od Education and Practice. Vol. 5 No. 28
Rumankit, Dwiyan. (2019). Dampak Employee Branding pada Efektivitas Rekrutmen. Jurnal Bisnis Darmajaya. Vol. 05 No. 01
Schwab. (2016). The Fourth Industrial Revolution. World Economic Forum.
Sekaran. (2006). Metode Penelitian Bisnis. Jakarta: Salemba Empat.
Sokro. (2012). Impact of Employer Branding on Employee Attraction and Retention. European. Journal of Business and Management, Vol. 4 No. 18.
Stewart, G.L. dan Brown, K.G. (2012). Human Resources Management, Linking Strategy to Practice, 2nd Edition. United States: John Wiley and Sons, Inc.
Sugiyono. (2012). Metode Penelitian Kuantitatif Kualitatif dan R&D. Bandung: Alfabeta.
Sugiyono. (2013). Metode Penelitian Pendidikan Pendekatan Kuantitatif, Kualitatif, dan R&D. Bandung: Alfabeta.
Sugiyono. (2014). Metode Penelitian Pendidikan Pendekatan Kuantitatif,
Kualitatif, dan R&D. Bandung: Alfabeta.
Sugiyono. (2016). Metode Penelitian Kuantitatif, Kualitatif dan R&D. Bandung: PT Alfabeta.
Sugiyono, (2017). Metode Kuantitatif, Kualitatif, dan R & D. Bandung: Alfabeta.
Susilo. (2013). Pengaruh Retensi Karyawan dan Kepuasan Pelanggan Terhadap Kinerja. Jurnal Studi Akuntansi dan Bisnis, Vol.1 No.3.
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2023 Mirza Dwinanda Ilmawan; M. Busyiri Yafi; Rosa Rilantiana; Gatot Kustyadji
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
Authors who publish with Jurnal Ekonika: Jurnal Ekonomi Universitas Kadiri agree to the following terms:
1. Authors retain copyright and grant the journal right of first publication with the work simultaneously licensed under a Creative Commons Attribution-ShareAlike 4.0 International License. that allows others to share the work with an acknowledgment of the work's authorship and initial publication in this journal.
2. Authors can enter into separate, additional contractual arrangements for the non-exclusive distribution of the journal's published version of the work (e.g., post it to an institutional repository or publish it in a book), with an acknowledgment of its initial publication in this journal.
3. Authors are permitted and encouraged to post their work online (e.g., in institutional repositories or on their website) before and during the submission process, as it can lead to productive exchanges, as well as earlier and greater citation of published work (See The Effect of Open Access).