Published: 2026-04-01
Pengaruh Keterlibatan Karyawan dan Pengembangan Karir terhadap Retensi Karyawan pada PT Chalodo Sibali Resoe
DOI: 10.35870/jemsi.v12i2.6070
Abstract
The purpose of this study is to determine the effect of employee engagement and career development on employee retention at PT Chalodo Sibali Resoe. This study uses a quantitative approach, and the data is in numerical form. The research design uses a questionnaire. The population and sample in this study are all 33 employees. The sample was determined using a saturated sampling method. The data obtained were analyzed using multiple linear regression. The results of the analysis show evidence that simultaneously, employee engagement and career development have a positive and significant effect on employee retention with a calculated f value of 132.103 > 3.32 (f table) and a significance value of <0.001 < 0.05. This indicates that improvements in appreciation, recognition, and harmonious working relationships at PT Chalodo Sibali Resoe will be effective in retaining employees. Employee engagement with structured career development programs is not only an investment in capability improvement but also an effective strategy for retaining key talent at PT Chalodo Sibali Resoe in North Luwu. This study provides practical implications for company management in designing employee engagement and career development strategies to improve employee retention.
Keywords
Article Information
This article has been peer-reviewed and published in the JEMSI (Jurnal Ekonomi, Manajemen, dan Akuntansi). The content is available under the terms of the Creative Commons Attribution 4.0 International License.
-
Issue: Vol. 12 No. 2 (2026)
-
Section: Articles
-
Published: 2026-04-01
-
License: CC BY 4.0
-
Copyright: © 2026 Authors
-
DOI: 10.35870/jemsi.v12i2.6070
AI Research Hub
This article is indexed and available through various AI-powered research tools and citation platforms. Our AI Research Hub ensures that scholarly work is discoverable, accessible, and easily integrated into the global research ecosystem.
Annisa Sabella, Universitas Muhammadiyah Palopo
Program Studi Manajemen, Fakultas Ekonomi dan Bisnis, Universitas Muhammadiyah Palopo, Kota Palopo, Sulawesi Selatan, Indonesia.
Altri Wahida, Universitas Muhammadiyah Palopo
Program Studi Manajemen, Fakultas Ekonomi dan Bisnis, Universitas Muhammadiyah Palopo, Kota Palopo, Sulawesi Selatan, Indonesia.
Saharuddin Saharuddin, Universitas Muhammadiyah Palopo
Program Studi Manajemen, Fakultas Ekonomi dan Bisnis, Universitas Muhammadiyah Palopo, Kota Palopo, Sulawesi Selatan, Indonesia.
-
Ahmad, F. K., & Santoso, B. (2024). Pengaruh survei keterlibatan karyawan terhadap kinerja karyawan di perusahaan start up. Jurnal Ekonomi Bisnis, Manajemen Dan Akuntansi, 3(1), 297–314. https://doi.org/10.61930/jebmak.v3i1.637.
-
Amin, N. F., Garancang, S., Abunawas, K., Makassar, M., Negeri, I., & Makassar, A. (2023). Konsep umum populasi dan sampel dalam penelitian. Jurnal Kajian Islam Kontemporer, 14(1), 15–31.
-
Babatunde, F. T., & Onoja, D. E. (2023). The effectiveness of retention strategies’ on employee retention. Arabian Journal of Business and Management Review, 13(1), 1–5. https://doi.org/10.37421/2161-5833.2023.13.481.
-
Caniago, A., & Rustanto, A. E. (2022). The effect of career development on employee performance (Case study at CV Anggara Prima). Majalah Ilmiah Bijak, 19(2), 222–229. https://doi.org/10.31334/bijak.v19i2.2311.
-
Charli, C. O., Sopali, M. F., & Zurwanty, R. H. (2022). Evaluasi kinerja karyawan berdasarkan career development, kemampuan kerja dan loyalitas karyawan. J-MAS (Jurnal Manajemen Dan Sains), 7(2), 1095. https://doi.org/10.33087/jmas.v7i2.681.
-
Dewi, F., Anggraini, P., Ana, V., Setyawati, V., Dian, U., & Semarang, N. (2022). Jurnal basicedu, 6(4), 6491–6504.
-
Ding, W., & Rafiq, M. (2025). Sustaining talent: The role of personal norms in the relationship between green practices and employee retention. Sustainability (Switzerland), 17(10). https://doi.org/10.3390/su17104471.
-
Evilawati, F., Azhad, M. N., & Diansari, R. P. T. (2024). The effect of employee engagement, employee training and organizational culture on employee retention at UD Bahari Jaya, Lumajang Regency. Dynamic Management Journal, 8(4), 1051. https://doi.org/10.31000/dmj.v8i4.12721.
-
Grund, C., & Titz, K. (2022). Affective commitment through further training: The roles of firm provision and employee participation. Review of Managerial Science, 16(4). Springer Berlin Heidelberg. https://doi.org/10.1007/s11846-021-00460-1.
-
Jamal, R. S., Firdaus, S., Bakhtiar, Y., & Sanjaya, V. F. F. (2021). Pengaruh komitmen dan turnover intention terhadap kinerja karyawan. Jambura Economic Education Journal, 3(1), 38–44. https://doi.org/10.37479/jeej.v3i1.8583.
-
Merican, N., Monil, M., Rafie, U. N., & Tajuddin, D. (2022). The effect of career planning, talent management and training development towards employee retention. International Journal of Academic Research in Business and Social Sciences, 12(8), 165–173. https://doi.org/10.6007/ijarbss/v12-i8/14318.
-
Mukrodi, & Sugiarti, E. (2022). Analisis dampak pengembangan karier terhadap kinerja dengan melihat peran pelatihan, pengalaman dan kompetensi kerja. Jurnal Ilmiah Ilmu Manajemen, 9(2), 146–154.
-
Mwangi, J. W., & Kombo, H. K. (2023). Selected human resource management practices and employee retention: A case of deposit taking microfinance institutions in Nairobi, Kenya. African Journal of Empirical Research, 4(2), 326–338. https://doi.org/10.51867/ajernet.4.2.33.
-
Novitasari, U. D., & Ismail, A. M. (2021). Strategi pemasaran kopi luwak pada UMKM Zhibond Coffee di Kabupaten Jember. Jurnal Manajemen Agribisnis Dan Agroindustri, 1(1), 42–51. https://doi.org/10.25047/jmaa.v1i1.8.
-
Nugraheni, R. T. H., Winarsunu, T., & Pertiwi, R. E. (2022). Pengaruh pengembangan karier terhadap turnover intention pada karyawan. Cognicia, 10(2), 99–105. https://doi.org/10.22219/cognicia.v10i2.22466.
-
Primadi Candra Susanto, & Zahara Tussoleha Rony. (2023). Analysis of employee retention programs and talent engagement to prevent employee turnover in organizations (systematic literature review). Asian Journal of Community Services, 2(6), 489–500. https://doi.org/10.55927/ajcs.v2i6.4560.
-
Reke, F. R., Moenardy, K. K., & Struce Andrryani. (2023). Pengaruh budaya organisasi dan pengembangan karir terhadap retensi karyawan Kristal Hotel Kupang. Jurnal Bisnis Dan Manajemen, 15(1), 216–226.
-
Rizki, V. L., Fitria, N., & Muttaqien, F. (2024). Pengaruh kebijakan kompensasi dan pengembangan karir terhadap retensi karyawan generasi Z. Movere Journal, 6(2), 441–448.
-
Sathyajothi, M., & Arulkrishnan, S. D. (2025). A study on the influence of employee engagement on employee retention. International Journal on Science and Technology, 16(2). https://doi.org/10.71097/ijsat.v16.i2.3970.
-
Srimulyani, V. A. (2020). Talent management dan konsekuensinya terhadap employee engagement dan employee retention. INOBIS: Jurnal Inovasi Bisnis Dan Manajemen Indonesia, 3(4), 538–552. https://doi.org/10.31842/jurnalinobis.v3i4.157.
-
Suzana, A., Wibowo, S. N., Rudiantono, Y., & Indrayanti, I. (2020). Measuring the effect of competence and training program on employees performance. 123(Icamer 2019), 25–28. https://doi.org/10.2991/aebmr.k.200305.007.
-
Tuna, S. N. H., Trang, I., & Soepeno, D. (2024). Pengaruh pengembangan karir, keterlibatankerja dan persepsi dukungan organisasi terhadap retensi karyawan pada PT. Bahana Security System cabang Manado. Musytari: Neraca Manajemen, Akuntansi, Dan Ekonomi, 4(6), 160–170.
-
Wahida, A., & Saharuddin. (2024). The influence of organizational culture and job satisfaction on employee performance. International Journal Multidisciplinary Science, 3(1), 65–73. https://doi.org/10.56127/ijml.v3i1.1227.
-
Wash, G. (2023). Improving employee performance through corporate education. SSRN Electronic Journal. https://doi.org/10.2139/ssrn.4341798.
-
Willie, M. M. (2024). Population and target population in research methodology. Golden Ratio of Social Science and Education, 4(1), 75–79. https://doi.org/10.52970/grsse.v4i1.405.
This work is licensed under a Creative Commons Attribution 4.0 International License.
Authors who publish with this journal agree to the following terms:
1. Copyright Retention and Open Access License
Authors retain copyright of their work and grant the journal non-exclusive right of first publication under the Creative Commons Attribution 4.0 International License (CC BY 4.0).
This license allows unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited.
2. Rights Granted Under CC BY 4.0
Under this license, readers are free to:
- Share — copy and redistribute the material in any medium or format
- Adapt — remix, transform, and build upon the material for any purpose, including commercial use
- No additional restrictions — the licensor cannot revoke these freedoms as long as license terms are followed
3. Attribution Requirements
All uses must include:
- Proper citation of the original work
- Link to the Creative Commons license
- Indication if changes were made to the original work
- No suggestion that the licensor endorses the user or their use
4. Additional Distribution Rights
Authors may:
- Deposit the published version in institutional repositories
- Share through academic social networks
- Include in books, monographs, or other publications
- Post on personal or institutional websites
Requirement: All additional distributions must maintain the CC BY 4.0 license and proper attribution.
5. Self-Archiving and Pre-Print Sharing
Authors are encouraged to:
- Share pre-prints and post-prints online
- Deposit in subject-specific repositories (e.g., arXiv, bioRxiv)
- Engage in scholarly communication throughout the publication process
6. Open Access Commitment
This journal provides immediate open access to all content, supporting the global exchange of knowledge without financial, legal, or technical barriers.