Penelitian ini bertujuan untuk menganalisis pengaruh Strategic Human Resource Management (HRM) Practices terhadap Turnover Intention yang dimediasi Employee Satisfaction dan Work Engagement. Metode penelitian ialah penelitian kuantitatif dengan menggunakan purposive sampling pada karyawan tetap yang bekerja pada perusahaan berbisnis industri Telekomunikasi yaitu PT. Telkom Indonesia yang berlokasi kerja di Jakarta, Bogor, Tangerang, dan Bekasi dengan minimal pengalaman kerja selama satu tahun yang dikumpulkan menggunakan kuesioner online pada bulan Februari – Maret 2022 dan didapatkan jumlah responden sebanyak 466 responden. Alat analisis menggunakan SEM-AMOS. Hasil penelitian ini mendapatkan bahwa Strategic HRM Practices tidak berpengaruh signifikan secara langsung terhadap Turnover Intention, tetapi akan berpengaruh signifikan apabila dimediasi oleh Employee Satisfaction dan Work Engagement. Hasil penelitian juga mendapatkan bahwa Strategic HRM Practices berpengaruh langsung positif signifikan terhadap Employee Satisfaction dan Work Engagement. Selain itu, terdapat pengaruh langsung negatif signifikan Employee Satisfaction dan Work Engagement terhadap Turnover Intention. Implikasi bagi manajemen perusahaan dalam menurunkan Turnover Intention adalah perusahaan harus memperhatikan pemberian pelatihan secara periodik dan berkelanjutan kepada karyawan, meninjau ulang sistem penggajian khususnya terkait dengan tingkatan pekerjaan, serta memberikan pekerjaan yang kreatif, atraktif, menantang dan menyenangkan untuk karyawan
During the technological era, it had many impacts on various industries in Indonesia, one of which was the telecommunications industry which experienced a drastic increase in customer demand due to work from home instructions that could make working from anywhere so that discussions and giving work orders were not limited by space and time. This makes working hours longer and erratic, causing changes to routines and causing job performance to be disrupted, so an appropriate compensation strategy is needed by taking into account job satisfaction and employee engagement. Therefore, it is interesting to study how these factors affect job performance. This study aims to examine the effect of compensation given by the company on job performance mediated by job satisfaction and employee engagement. This research is a quantitative research with random sampling which involved 187 employees of PT Telkom Indonesia Regional Jabodetabek Banten. The analytical tool in this study uses SEM-PLS. The results of the study have novelty, namely compensation does not have a direct significant effect on job performance, but can be through employee engagement mediation. In addition, this study shows that job satisfaction has no significant effect on job performance either directly or as a mediating variable. The implication for the company is to know the importance of increasing compensation through employee engagement to improve job performance. From the results of the study, it is recommended to study more deeply related to other factors that affect job performance in other industries Keyword: Compensation, Job satisfaction, Employee Engagement, Job Performance
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