Persepsi terhadap Beban Kerja dengan Turnover Intention pada Karyawan

Abstract

Salah satu masalah yang timbul yang berkaitan dengan sumber daya manusia adalah turnover. Karyawan yang melakukan turnover biasanya disebabkan karena adanya beban kerja yang berlebihan. Banyaknya tuntutan-tuntutan pekerjaan yang harus dipenuhi oleh karyawan menyebabkan karyawan merasa terbebani dan menimbulkan adanya intensi untuk meninggalkan perusahaan guna mencari pekerjaan yang lebih baik daripada pekerjaan sebelumnya. Penelitian ini bertujuan untuk mengetahui hubungan antara persepsi terhadap beban kerja dengan turnover intention pada karyawan. Sampel penelitian ini adalah karyawan dengan klasifikasi jabatan sekelas staff atau di bawah supervisor perusahaan dengan penghasilan yang kurang dari Rp 5.000.000/bulan. Pengambilan sampel dengan non-probability sampling, yaitu purposive sampling. Hasil analisis korelasi Product Moment Pearson menunjukkan ada hubungan positif yang signifikan antara persepsi terhadap beban kerja dengan turnover intention pada karyawan. Dengan demikian, semakin tinggi persepsi terhadap beban kerja maka, semakin tinggi pula turnover intention karyawan. Dan juga sebaliknya, semakin rendah persepsi terhadap beban kerja maka, semakin rendah pula turnover intention karyawan.

Relationship Between Workload Perception With Nurse Burnout Level in Pku Muhamamdiah Hospital Sragen During the Covid-19 Pandemic

“…(Bemana et al, 2013) stated that employees who have a perception that the tasks given are not in accordance with their abilities will find it difficult to complete optimally, these demands are a threat to employees so that it can lead to prolonged stress that leads to burnout. Someone who has a good perception of a job will make the job feel easier and lighter, this is in line with research conducted by (Tirtaputra et al, 2018) which states that someone who has a positive perception of workload will certainly feel light and not feel overburdened at work.…”

Does employee engagement mediate the nexus of job resource and employee turnover intentions?

“…Eminent scholars accentuate that losing highly skilled and competent employees affects organizational commitment, performance, reputation, profitability and overall vision (Belete, 2018;Kakar et al, 2023;Michael and Fotiadis, 2022). Employee turnover intentions lead to low productivity, decreased employee morale, loss of organizational knowledge and idea accumulation (Dhanpat et al, 2018;Ozkan et al, 2020;Tirtaputra, 2018).…”

The Workload of Female Workers Has Very Little Effect On Career Development

“…Every year the industrial sector requires skilled human resources. On the other hand, every year there are around 10-12% of employees who make turnover [2]. Career development is basically oriented towards the development of the company can answer business challenges in the future.…”

“…Workload influences employee job satisfaction [5], excessive workload influences employee turnover [10]. There is a significant positive relationship between perceptions of workload and turnover intention on employees [2], there is a relationship between mental workload and work stress in [11].…”