Pengaruh Budaya Organisasi, Komitmen Organisasi Dan Stres Kerja Terhadap Turnover Intention Karyawan PT. Brahma Bina Bakti Mill Jambi

Abstract

Fast traslate Icon translate Fast traslate Icon translate Turnover intention is the intention of leaving an employee from a company and looking for alternatives to other companies or other jobs. Turnover intention is generated on the basis of the workload experienced by employees. This study aims to determine the relationship between organizational culture, organizational commitment and work stress and turnover intention on employees. The population of this study were employees who worked in the PT. Brahma Bina Bakti Mill Jambi as 162 people. The sample in this study was 62 people with sampling technique used was slovin formula. Therefore, the analysis of the data used is the statistical analysis in the form of multiple linear regression tests. These results indicate that partially, the variable organizational culture and organizational commitment has negative effect on the variable turnover intention. While, Variable work stress has positive effect on the variable turnover intention.

The Effect of Work Overload, Organizational Commitment, and Development Career on Employee Turnover Intention

“…Employees who lack a sense of ownership over their work, causing it not to be completed on time, are one example of the decline in organizational commitment felt by PT Sarana Global Telecom employees, as are employees who are not disciplined when coming to work. https://publikasi.mercubuana.ac.id/index.php/indikator Earlier research also supports the results of this study, as shown by Rahmizal & Lasmi (2021), Lubis & Onsardi (2021), Ekhsan (2019), Pramudika et al (2017), andPratama et al (2022) show that turnover intention is significantly and negatively influenced by organizational commitment. The findings of this study match the reality of PT Sarana Global Telecom.…”

“…The desire of a worker to stay with the firm and actively engage in it is referred to as organizational commitment. The results of previous research conducted by Rahmizal and Lasmi (2021), Lubis and Onsardi (2021), Ekhsan (2019), Pramudika et al (2017), andPratama et al (2022) demonstrate that the motivation for quitting a company is significantly Career development, according to Busro (2018), is the process of an employee having a business or activity with an expected aim, such as employment, that is in line with his or her competence and career. Career development is one of the things an employee can do to help them achieve their goals as an employee.…”

“…Employee inclination or desire to quit their positions voluntarily or of their own free will is known as employee turnover intention. Previous research found that several factors influenced turnover intention, including workload (Pratiwi & Azizah, 2019), organizational commitment (Rahmizal & Lasmi, 2021), and career development (Budiyanto, 2022) Relationship between Work Overload and Turnover Intention.…”

Strategy for Reducing Employee Turnover Intention: The Influence of Organizational Culture and Work Environment as Mediated by Job Satisfaction

“…An organizational culture that provides recognition and appreciation to employees and provides opportunities to provide feedback and suggestions to management can reduce turnover intention. Apart from that, other research by Rahmizal & Novia (2021) revealed that organizational culture has a negative and significant effect on turnover intention. The greater the organizational culture of a company, the lower the level of turnover intention.…”