Determinan Intention To Stay yang Dimediasi Organizational Commitment Pada Karyawan E-Commerce di DKI Jakarta
DOI:
https://doi.org/10.35870/jemsi.v12i3.6342Keywords:
Talent Management Practices, Workplace Flexibility, Ethical Leadership, Organizational Commitment, Intention to StayAbstract
The high turnover rate in the e-commerce industry requires companies to have effective strategies for employee retention. This study aims to analyze the influence of talent management practices, workplace flexibility, and ethical leadership on employee intention to stay, with organizational commitment as a mediating variable. The study used a quantitative approach through a survey method of 230 e-commerce employees domiciled in DKI Jakarta. Data analysis was conducted using Structural Equation Modeling (SEM) with the help of AMOS software. The results showed that talent management practices did not have a positive effect on intention to stay, but did have a positive effect on organizational commitment. Workplace flexibility did not have a positive effect on either intention to stay or organizational commitment. Conversely, ethical leadership had a positive effect on intention to stay and organizational commitment. In addition, organizational commitment was proven to have a positive effect on intention to stay. The results of the mediation test showed that organizational commitment was able to mediate the influence of talent management practices and ethical leadership on intention to stay, but did not mediate the effect of workplace flexibility. This study concluded that strengthening talent management and ethical leadership are key factors in increasing employee commitment and sustainability in the e-commerce industry.
Downloads
References
Adzani, A. R., & Purba, S. D. (2022). Intention to stay milenial pada 5 e-commerce terbesar di Indonesia: Efek karakteristik pekerjaan, stres kerja, dan dukungan peer & supervisor. DeReMa (Development of Research Management): Jurnal Manajemen, 17. https://doi.org/10.19166/derema.v17i1.4302.
Aina, R. Al, Atan, T., Aina, R. Al, & Atan, T. (2020). The impact of implementing talent management practices on sustainable organizational performance. Sustainability, 12(20), 1–21. https://doi.org/10.3390/SU12208372.
Albdareen, R., Al-Gharaibeh, S., Alraqqad, R. M. R., & Maswadeh, S. (2024). The impact of ethical leadership on employees’ innovative behavior: The mediating role of organizational commitment. Uncertain Supply Chain Management, 12(1), 521–532. https://doi.org/10.5267/J.USCM.2023.8.019.
Albensia, J. A., & Wulandari, F. (2025). Peran perceived organizational support dan work-life balance terhadap intention to stay: Mediasi komitmen organisasional. Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah, 7(5). https://doi.org/10.47467/ALKHARAJ.V7I5.8083.
Azizah, M. S., Soemaryani, I., & Sartika, D. (2023). The influence of flexible working arrangement on job satisfaction and its impact on productive behavior in employees in Indonesian e-commerce companies. AFEBI Management and Business Review, 8(2), 125–135.
Bibi, S. (2023). Investigating the impact of talent management practices on employee turnover intention in e-commerce sector of Pakistan. Bulletin of Business and Economics (BBE), 12(4), 348–360. https://doi.org/10.61506/01.00135.
Caldeira, R., & Infante-Moro, A. (2025). The importance of ethics in organisations, their leaders, and sustainability. Administrative Sciences, 15(9). https://doi.org/10.3390/ADMSCI15090372.
Choi, I. (2025). The influence of ethical leadership on turnover intention and actual turnover in U.S. federal agencies. Public Personnel Management, 54(2), 281–303. https://doi.org/10.1177/00910260251314543.
Davidescu, A. A. M., Apostu, S. A., Paul, A., & Casuneanu, I. (2020). Work flexibility, job satisfaction, and job performance among Romanian employees: Implications for sustainable human resource management. Sustainability, 12(15). https://doi.org/10.3390/su12156086.
Dewantara, B. B., & Barry, R. R. (2025). Analisis dampak keseimbangan kehidupan kerja, fleksibilitas kerja, lingkungan kerja dan komitmen organisasi terhadap niat keluar karyawan generasi Z pada perusahaan kreatif industri di Jakarta. Jurnal Ilmiah Manajemen, Ekonomi, & Akuntansi (MEA), 9(2), 1912–1929. https://doi.org/10.31955/MEA.V9I2.5880.
Ekhsan, M., & Sari, D. M. R. (2022). Peran komitmen organisasi sebagai mediasi pada pengaruh talent management terhadap employee retention. Jesya (Jurnal Ekonomi Dan Ekonomi Syariah), 5(2), 1609–1620. https://doi.org/10.36778/JESYA.V5I2.769.
Febriantina, S., Sanjaya, J. M., Azzahra, N., Salsabila, T., & Nurhafiza, V. I. (2025). Etika kepemimpinan dalam membentuk budaya organisasi yang berintegritas. Intellektika: Jurnal Ilmiah Mahasiswa, 3(1), 187–195. https://doi.org/10.59841/INTELLEKTIKA.V3I1.2093.
Firdausi, W., Emilisa, N., & Trisakti Jakarta Abstract, U. (2024). Pengaruh worklife balance, employee voice behavior, organizational culture, dan organizational commitment terhadap intention to stay pada karyawan perusahaan startup edukasi di Jakarta Barat. Jurnal Ilmiah Wahana Pendidikan, 10(15), 710–718. https://doi.org/10.5281/ZENODO.13834281.
Haryanti, N., Imam Junaris, & Winarto. (2022). Understanding the impact of talent and competence management on employee performance through organizational commitment. MANAGERIA: Jurnal Manajemen Pendidikan Islam, 7(2), 201–216. https://doi.org/10.14421/manageria.2022.72-13.
Jung, H. S., & Yoon, H. H. (2021). Generational effects of workplace flexibility on work engagement, satisfaction, and commitment in South Korean deluxe hotels. Sustainability, 13(16). https://doi.org/10.3390/SU13169143.
Kim, T., & Oh, M. (2025). Work-to-life spillover and organizational commitment: The moderating role of flextime and sectoral differences between public and non-public organizations. Public Personnel Management. https://doi.org/10.1177/00910260251319817.
Kiruthika, R., & Rajini, Dr. P. (2025). The role of flexible work arrangements in enhancing employee retention post-pandemic. International Journal of Environmental Sciences, 906–910. https://doi.org/10.64252/7TA5XP44.
Lambert, J. R., Brown, L. W., Lambert, T. A., & Nava, C. T. (2024). The effect of ethical leadership on nurse bullying, burnout, and turnover intentions. Journal of Nursing Management. https://doi.org/10.1155/2024/3397854.
Lestaluhu, R. A., & Muvano, N. N. (2023). The influence of ethical leadership and organizational commitment on employee performance at PT. Masaji Tatanan Container Indonesia. Enrichment: Journal of Management, 13(5).
Listyani, E. D., & Suryawirawan, O. A. (2023). Pengaruh flexible work, job satisfaction dan work-life balance terhadap intention to stay karyawan PT Arta Boga Cemerlang (OT) Surabaya. Jurnal Ilmu Dan Riset Manajemen (JIRM), 12(12).
Lubis, G. B., & Abadi, F. (2022). Pengaruh kepemimpinan etis terhadap komitmen organisasional, kinerja karyawan, dan keterlibatan karyawan pada industri perbankan. OPTIMAL Jurnal Ekonomi Dan Manajemen, 2(4), 56–75. https://doi.org/10.55606/OPTIMAL.V2I4.706.
Makumbe, W. (2025a). Talent management and intention to stay in the mining industry: A moderation mediation model of workplace flexibility and organisational commitment. Rajagiri Management Journal, 1–14. https://doi.org/10.1108/RAMJ-02-2025-0042.
Makumbe, W. (2025b). Linking ethical leadership to organisational citizenship behaviour and organisational commitment in public entities: The mediating role of perceived organisational support. Journal of Management Development, 1–15. https://doi.org/10.1108/JMD-04-2025-0169/1300363.
Min, T. T. (2022). The effect of talent management practices on intention to stay of employees at Inya Lake Hotel, Yangon.
Nelson, A., & Monica, T. (2022). Pengaruh talent management terhadap organizational commitment dimediasi oleh employee engagement dan pay satisfaction. Syntax Literate: Jurnal Ilmiah Indonesia, 7(12), 18038–18050.
Nurhalizah, H. F., Rizki Sridadi, A., & Eliyana, A. (2024). Faktor intention to stay pada karyawan dalam lingkungan kerja: Pendekatan systematic literature review. Journal of Management and Business (JOMB), 6(4), 1643–1654. https://doi.org/10.31539/JOMB.V6I4.10496.
Qian, H., Bin, K., & Balwi, M. (2024). Understanding the complexity of intention to stay: Influencing factors and strategic insights for enhancing employee retention. Advances in Economics, Management and Political Sciences, 93(1), 129–135. https://doi.org/10.54254/2754-1169/93/20241126.
Rumawas, W. (2021). Talent management practices on employee turnover intention. Jurnal Manajemen Teori Dan Terapan, 14(3), 248. https://doi.org/10.20473/jmtt.v14i3.29433.
Santosa, B. R., Masahere, U., & Widodo, W. (2023). Komitmen organisasi sebagai strategi peningkatan kinerja dan loyalitas karyawan: Studi tinjauan literatur. Entrepreneurship Bisnis Manajemen Akuntansi, 4(1), 143–156. https://doi.org/10.37631/ebisma.v4i1.930.
Setyaningrum, R. P., & Muafi, M. (2023). Indonesia’s successful women entrepreneurs: Servant leadership, e-commerce digitalization adoption, self-efficacy as mediation and adoption of e-commerce digitization as moderation. Quality - Access to Success, 24(192), 235–248. https://doi.org/10.47750/QAS/24.192.28.
Shu, E. (2024). Enhancing employee retention through talent management practices: A semi-systematic literature review. Jurnal Ilmiah Hospitality Management, 14(2), 139–166. https://doi.org/10.22334/JIHM.V14I2.285.
Sitaniapessy, S. S., Armanu, A., & Kurniawati, D. T. (2023). The effect of talent management and perceived organizational support on employee retention mediated by organizational commitment. International Journal of Social Service and Research, 3(8), 1910–1918. https://doi.org/10.46799/IJSSR.V3I8.470.
Suyadi, A., Ng, S., & Sampe, F. (2025). Pengaruh manajemen talent dan kepemimpinan transformational terhadap kinerja manajerial: Komitmen organisasi sebagai variabel mediasi. Jurnal Kajian Dan Penalaran Ilmu Manajemen, 3(2), 43–57. https://doi.org/10.59031/jkpim.v3i2.608.
Wati, D., Putra, A. W. G., & Tanuwijaya, J. (2024). Pengaruh pay transparency terhadap job satisfaction, turnover intention, dan organizational commitment serta perceived organizational support sebagai variabel mediasi. Entrepreneurship Bisnis Manajemen Akuntansi (E-BISMA), 5(1), 91–108. https://doi.org/10.37631/EBISMA.V5I1.1059.
Yasin, Y., Herlambang, T., Sanosra, A., & Qomariah, N. (2024). The influence of ethical leadership and organizational commitment on employee performance. Budapest International Research and Critics Institute-Journal (BIRCI-Journal), 7(3), 593–603. https://doi.org/10.33258/BIRCI.V7I3.792.7
Zuky, A., Febrian, M. F., & Emilisa, D. N. (2024). The effect of work-life balance, follower-leader goal congruence on intention to stay which is mediated by organizational commitment of e-commerce employees. The Management Journal of Binaniaga, 9(01), 47–64. https://doi.org/10.33062/MJB.V9I01.64.
Downloads
Published
Issue
Section
License
Copyright (c) 2026 Ahmad Hilalluddin, Justine Tanuwijaya
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.
