JAKARTA — A new study from Universitas Mercu Buana reveals that work environment quality, employee self-efficacy, and quality of work life serve as critical factors in maintaining workforce loyalty within Indonesia's fashion retail industry. The research focusing on CV. This Is April offers strategic direction for human resource managers aiming to mitigate employee turnover rates. This study was conducted by Novi Cahyani and Andyan Pradipta Utama from the Faculty of Economics and Business at Universitas Mercu Buana, publishing their empirical findings in 2026.
The highly competitive dynamics of the fashion retail sector require companies to secure business continuity through effective human resource management. A major challenge constantly faced by management involves retaining high-performing talent from migrating to competing firms. The retention rate fluctuations observed at CV. This Is April, which dipped during the pandemic era before rebounding to over 77 percent between 2022 and 2024, provided a clear context for executing this scientific investigation.
To comprehend the mechanisms behind worker loyalty, the research employed a causal design utilizing Partial Least Square Structural Equation Modeling. Data collection was carried out using questionnaire surveys involving a saturated sample of 25 permanent company employees. All testing instruments met statistical validity and reliability standards, thereby ensuring an accurate representation of the relationships between the observed variables.
The analytical results indicate that the work environment exerts the most dominant positive and significant impact on employee retention. Harmonious workplace relationships, adequate operational facilities, and clear task allocations allow employees to feel secure and comfortable remaining with the firm long-term. Additionally, individual self-efficacy was proven to positively and significantly influence retention levels. Employees possessing high confidence in their professional skills demonstrate greater resilience when encountering workplace pressure and remain motivated to grow alongside the organization.
The quality of work life factor similarly demonstrated a positive and significant impact on workforce tenure. Maintaining work-life balance, implementing equitable reward systems, and fostering participation in decision-making processes establish strong emotional bonds between staff and management. Concurrently, these three independent variables account for 67.8 percent of the variance in employee retention rates, with remaining percentages governed by external factors beyond the scope of this evaluation.
These empirical insights carry essential implications for management practitioners and business owners operating across the retail market. Organizations are advised to conduct regular assessments of physical infrastructure, including optimizing lighting across storage areas, to sustain working comfort. Management is further encouraged to implement structured briefings and skill development initiatives to reinforce employee self-efficacy and facilitate professional growth. Adopting these operational adjustments will bolster employee retention while simultaneously driving sustainable productivity and corporate growth.
Novi Cahyani, Universitas Mercu Buana
Andyan Pradipta Utama, Universitas Mercu Buana
Source:
Analysis of the Influence of Work Environment, Self-Efficacy, and Quality of Work Life on Employee Retention (A Study at CV. This Is April),
International Journal of Scientific Multidisciplinary Research, 2026.
DOI: https://doi.org/10.55927/ijsmr.v4i9.161
URL: https://journalijsmr.my.id/index.php/ijsmr
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