PENGARUH STRES KERJA, KEPUASAN KERJA DAN PENGEMBANGAN KARIR TERHADAP TURNOVER INTENTION KARYAWAN

Abstract

Organisasi harus mengurangi tingkat turnover intention pegawai dengan berfokus pada variable stres kerja, kepuasan kerja, serta pengembangan karir. Melalui tingginya tingkat turnover, badan usaha berisiko kehilangan staf yang kompeten, serta mampu membahayakan kinerja badan usaha. Turnover intention didefinisikan rasa ingin atau niat pekerja yang belum terpenuhi untuk berhenti kerja atau pindah ke tempat lain. Riset ini mempunyai tujuan guna mengetahui dampak stres kerja, kepuasan kerja, serta pengembangan karir bagi turnover antention karyawan PT XYZ. Peneliti mengirimkan survei ke semua pegawai yang telah bekerja untuk badan usaha, setidaknya selama satu tahun. Sampel pada riset sebanyak 65 responden menerapkan purposive sampling. Proses analisis data dikerjakan secara kuantitatif menggunakan Structural Equation Modeling (SEM), pengolagan data menggunakan aplikasi SmartPLS Versi 3.3.3. Temuan riset memperlihatkan meskipun stres kerja mempunyai dampak signifikan serta positive pada turnover intention di PT XYZ, kepuasan kerja serta pengembangan karir berdampak signifikan serta negative pada turnover intention. Temuan riset diprediksi akan memberikan manfaat nyata yang penting sebab mempunyai potensi guna menyelesaikan berbagai masalah terkait dengan stres kerja, kepuasan kerja, serta pengembangan karir pada turnover intention. Organizations should reduce employee turnover intention rates by focusing on variable job stress, job satisfaction, and career development. Through high turnover rates, business entities are at risk of losing competent staff, as well as being able to harm the performance of business entities. Turnover intention is defined by a worker's unfulfilled desire or intention to quit their job or move elsewhere. This research aims to determine the impact of job stress, job satisfaction, and career development for the turnover of pt XYZ employee authentication. Researchers sent surveys to all employees who had worked for a business entity, for at least one year. The sample in the study as many as 65 respondents applied purposive sampling. The data analysis process is done quantitatively using Structural Equation Modeling (SEM), data management using the SmartPLS Version 3.3.3 application. Research findings show that although work stress has a significant and positive impact on turnover intentions at PT XYZ, job satisfaction and career development have a significant and negative impact on turnover intentions. The research findings are predicted to provide important tangible benefits because they have the potential to solve various problems related to job stress, job satisfaction, and career development in turnover intentions.