Pengaruh Psychological Capital terhadap Turnover Intention pada Karyawan Agensi Kreatif

Abstract. High employee turnover is a major challenge for organizations, including in the creative industry, which often involves high work pressure. One psychological factor believed to reduce employees’ intention to leave (turnover intention) is psychological capital, a positive psychological state that includes self-efficacy, hope, optimism, and resilience. This study aims to describe psychological capital and turnover intention, and to examine the influence of psychological capital on turnover intention among creative agency employees. A total of 185 employees from creative agencies in Bandung, with a minimum of three months' work experience, participated in this study. The instruments used were the Psychological Capital Questionnaire (Luthans et al., 2007) and the Turnover Intention Scale (Mobley et al., 1977), both of which were adapted into Indonesian. Data were analyzed using Partial Least Squares–Structural Equation Modeling (PLS-SEM) with SMARTPLS. Results showed that most employees had low psychological capital and high turnover intention. The main finding indicates that psychological capital has a significant effect on turnover intention. The model explained 59.9% of the variance in turnover intention. Low psychological capital was found to contribute to a stronger desire to leave the organization. Abstrak. Tingginya angka turnover menjadi tantangan besar bagi organisasi, termasuk di industri kreatif yang memiliki tekanan kerja tinggi. Salah satu faktor psikologis yang diduga dapat menurunkan niat karyawan untuk keluar (turnover intention) adalah psychological capital yaitu kondisi psikologis positif yang mencakup self-efficacy, hope, optimism, dan resilience. Penelitian ini bertujuan untuk menggambarkan psychological capital dan turnover intention, serta menguji pengaruh keduanya pada karyawan agensi kreatif. Sebanyak 185 karyawan agensi kreatif di Kota Bandung dengan masa kerja minimal tiga bulan menjadi partisipan. Instrumen yang digunakan adalah Psychological Capital Questionnaire (Luthans et al., 2007) dan Turnover Intention Scale (Mobley et al., 1977) yang telah diadopsi ke Bahasa Indonesia. Analisis dilakukan dengan metode PLS-SEM menggunakan SMARTPLS. Hasil menunjukkan mayoritas karyawan memiliki psychological capital rendah dan turnover intention tinggi. Temuan utama menunjukkan psychological capital berpengaruh signifikan terhadap turnover intention, dan model menjelaskan 59,9% varians turnover intention. Rendahnya psychological capital berkontribusi terhadap meningkatnya keinginan karyawan untuk keluar dari perusahaan.