Faktor-Faktor yang dapat Menurunkan Turnover Intention Karyawan

Kadek Candrawati; Ida Ayu Putu Widani Sugianingrat; I Gede Aryana Mahayasa

doi:10.32795/vol4wamrtno1th24

Kadek Candrawati Program Studi Manajemen, Fakultas Ekonomi, Bisnis, dan Pariwisata, Universitas Hindu Indonesia
Ida Ayu Putu Widani Sugianingrat Program Studi Manajemen, Fakultas Ekonomi, Bisnis, dan Pariwisata, Universitas Hindu Indonesia
I Gede Aryana Mahayasa Program Studi Manajemen, Fakultas Ekonomi, Bisnis, dan Pariwisata, Universitas Hindu Indonesia

DOI: https://doi.org/10.32795/vol4wamrtno1th24

Keywords: job satisfaction, organizational justice, job embeddedness, turnover intention

Abstract

High employee turnover rates can reduce company productivity. Companies must always try to minimize every factor that can increase their turnover rate in them. The purpose of this study was to determine the partial and simultaneous effect of job attachment, organizational justice, and job satisfaction on turnover intention (a study of back office employees at PT. Mutiara Dewata Jaya). Data collection was carried out using observation, interviews, documentation, literature studies, and questionnaires. The population in this study were all back office employees at PT. Mutiara Dewata Jaya as many as 55 people, all of whom were used as research samples. This study used data analysis techniques, namely the research instrument test, classical assumption test, multiple linear regression analysis, coefficient of determination test, t-test, and F test. The results showed that, partially and simultaneously, job attachment, organizational justice, and job satisfaction have a negative effect and are significant on turnover intention.

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