Pengaruh Kompensasi, Kepuasan Kerja, Dan Stres Kerja Terhadap Turnover Intention

Abstract

The success of an organization can be portrayed by the employee turnover intention rate each month. Employee turnover intention can be influenced by compensation, job satisfaction, and work stress. The purpose of this study is to test and analyze the relationship among compensation factors, job satisfaction, and work stress on employees at PT. Tanjung Kreasi Parquet Industri (TKPI). This study was conducted in a Quantitative research method with multiple regression analysis. The population of this study was all production employees. The sampling technique used was purposive sampling with a total of 201 employees. The results of the study prove that compensation and job satisfaction have a negative effect on turnover intention, while work stress has a positive effect on turnover intention.

Compensation, Worklife Balance, Employee Engagement, and Turnover Intention

“…In this context, it can be inferred that higher levels of compensation tend to reduce employees' intentions to seek employment elsewhere. These results are consistent with earlier studies, including studies conducted by (Putri & Anisa, 2022) This aligns with prior research, including studies that have also observed a negative impact of compensation on turnover intention.…”

“…According to (Fitriani & Yusiana, 2020;Meiliawati Ratri et al, 2022;Putri & Anisa, 2022), In the findings derived, it is evident that compensation exerts a noteworthy negative impact on turnover intention. Based on this examination, the authors propose:…”

“…Turnover intention represents an individual's inclination to depart from their current job due to specific reasons and pursue better employment opportunities (Putri & Anisa, 2022). Knowing intention rates for turnover could help lower actual turnover rates and make it possible to implement tactics that prevent the loss of human resources (Mariwa et al, 2021).…”

Effect of Career Development and Workload on Turnover Intention with Job Satisfaction as an Intervening Variable

“…The desire to shift employment (turnover intention) is defined by Siagian (2012) as a person's desire to quit the organization where he works. According to Harnoto (2002) in Putrianti et al (2014), turnover intention is defined as "the level or intensity of the desire to leave the company, many reasons that cause this turnover intention, one of which is the desire to get a better job." This viewpoint is similar to the last one in that turnover intention is essentially the desire to depart or leave the firm.…”