Pengaruh Komitmen Karyawan, Lingkungan Kerja, dan Budaya Kerja Terhadap Loyalitas Karyawan Pada PT. Pilar Interior di Kota Semarang

Abstract

Background - Employee loyalty is an important factor in supporting organizational performance and achieving company objectives. This study aims to examine the effects of employee commitment, work environment, and work culture on employee loyalty at PT. Pilar Interior Sejahtera, Semarang. A quantitative approach with a survey method was employed using a saturated sampling technique involving all 70 employees. Data were collected through questionnaires and analyzed using multiple linear regression. The results indicate that employee commitment, work environment, and work culture each have a positive and significant effect on employee loyalty. Simultaneously, the three independent variables also significantly influence employee loyalty. The coefficient of determination shows that employee commitment, work environment, and work culture explain 59.7% of the variation in employee loyalty, while the remaining 40.3% is influenced by other factors not examined in this study. These findings highlight the importance of strengthening employee commitment, creating a supportive work environment, and fostering a positive work culture to enhance employee loyalty.

Objectives – This study aims to analyze the effects of employee commitment, work environment, and work culture on employee loyalty at PT. Pilar Interior Sejahtera in Semarang, both partially and simultaneously. The study also aims to identify the factor that has the most dominant influence on employee loyalty.

Design/Methodology/Approach – This study employed a quantitative approach using a survey method. The research population consisted of 70 employees of PT. Pilar Interior Sejahtera, and all members of the population were included as respondents through a saturated sampling or census technique. Primary data were collected through questionnaires using a five-point Likert scale, while secondary data were obtained from company documents, books, journals, and relevant literature. The data were analyzed using IBM SPSS through descriptive analysis and multiple linear regression. The analyses included validity, reliability, classical assumption, t-test, F-test, and coefficient of determination tests.

Findings - The findings indicate that employee commitment, work environment, and work culture each have a positive and significant effect on employee loyalty. Employee commitment obtained a t-value of 6.568, work environment 5.684, and work culture 4.369, with a significance level of 0.000 for each variable. Simultaneously, the three independent variables have a positive and significant effect on employee loyalty, with an F-value of 35.132 and a significance level of 0.000. The Adjusted R Square value of 0.615 indicates that employee commitment, work environment, and work culture explain 61.5% of the variation in employee loyalty, while the remaining 38.5% is explained by factors outside the research model. Employee commitment is the most dominant variable influencing employee loyalty.

Research Implications – The findings provide implications for the development of human resource management studies, particularly in understanding employee loyalty. The results indicate that employee loyalty is not solely related to employees' willingness to remain in an organization but is also influenced by employee commitment, working conditions, and work culture. For management, these findings highlight the importance of maintaining and strengthening employee commitment through effective communication,