The key to the success of achieving organizational goals is the employees. Therefore, companies try to retain employees in order to prevent the employess resign. Employees who want to stop working are called turnover intention. The condition of one group of companies in Indonesia which must continue to make changes in the organization makes turnover intention unavoidable. Several practitioners believe that building workforce agility is a solution to support companies undergoing organizational change and development. This research examines the influence of perceptions of organizational change on turnover intention with workforce agility as a moderator variable. Questionnaires were given to 272 specific health service workers in Indonesia and analyzed using a quantitative approach via SmartPLS. The research results show that there is a significant negative influence between perceptions of organizational change on turnover intention. However, workforce agility is known to weaken the influence of perceptions of organizational change on turnover intention.
Having high workforce agility may be important for managerial level at specific health service workers in Indonesia considering that they are required to innovate and build new work units. Meanwhile, the staff level are not required to have high workforce agility considering that they have the responsibility to follow a series of procedures and certain work rules. The implication of the research is that it is hoped that organizations can pay attention to factors other than building workforce agility to reduce turnover intention.

Authors:
Annasya Masitah, Universitas Sumatera Utara, Indonesia
Vivi Gusrini Rahmadani Pohan, Universitas Sumatera Utara, Indonesia
Sherry Hadiyani, Universitas Sumatera Utara, Indonesia

About the Presenter(s)
Dr. Annasya Masitah is currently working on developing a skin care brand, Annrich, while completing her professional course as IO psychologist.

See this presentation on the full schedule – Saturday Schedule

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