E-Recruitment, Corporate Reputation, and Employee Engagement as Predictors of Turnover Intention among Part-Time Working Students

This study aims to analyze the influence of E-recruitment, Corporate Reputation, and Employee Engagement on Turnover Intention among Management students of Universitas Siliwangi who work part-time. The increasing involvement of students in the workforce during the digital era has created new challenges in human resource management, particularly in retaining young employees who tend to be dynamic and selective toward their work environment. The study employed a quantitative approach using purposive sampling, with data analyzed through multiple linear regression methods. The results indicate that E-recruitment, Corporate Reputation, and Employee Engagement each have a negative and significant effect on turnover intention, both individually and collectively. This means that the more effective the digital recruitment process, the stronger the company’s reputation, and the higher the emotional and cognitive engagement of employees in their work, the lower the likelihood of part-time students intending to leave their jobs. These findings provide practical implications for organizations to strengthen their young workforce retention strategies by optimizing digital recruitment technology, enhancing a positive corporate image, and fostering a work environment that promotes sustainable employee engagement.