The Role Of Employee Engagement In Preventing The Quiet Quitting Phenomenon Among Employees Of Pt Kaldu Sari Nabati Indonesia

Abstract

This study aims to analyze the role of employee engagement in preventing the quiet quitting phenomenon among employees of PT Kaldu Sari Nabati Indonesia. Quiet quitting has become an important issue in human resource management because it affects productivity, loyalty, and organizational performance. This study employs a mixed-methods approach with a sequential explanatory design, combining quantitative and qualitative methods in stages. The quantitative method was conducted by distributing questionnaires to 100 permanent employees of PT Kaldu Sari Nabati Indonesia selected through purposive sampling. Quantitative data were analyzed using validity tests, reliability tests, normality tests, simple linear regression, partial tests (t-test), and the coefficient of determination to examine the effect of employee engagement on quiet quitting. The qualitative method was then conducted through semi-structured interviews with human resource staff, production supervisors, and employees to deepen the quantitative findings and obtain a more comprehensive understanding of the factors influencing employee engagement. The results show that employee engagement has a negative and significant effect on quiet quitting, with the regression equation Y = 45.231 − 0.512X (significance value of 0.000 < 0.05) and a coefficient of determination of 0.62, indicating that employee engagement explains 62% of the variance in quiet quitting, while the remaining 38% is influenced by other factors outside the research model. The higher the level of employee engagement, the lower the tendency of employees to engage in quiet quitting. Factors influencing employee engagement include organizational communication, work appreciation, leadership, career development, and a supportive work environment. This research provides practical implications for companies seeking to improve employee engagement through performance-oriented human resource development strategies that also attend to employees' psychological well-being.