Galih Nindi Artha, Audita Nuvriasari

Analyzing Turnover Intention at PT Surya Karya Setiabudi: The Effects of Job Insecurity, Organizational Support, and Workload

Introduction

Analyzing turnover intention at pt surya karya setiabudi: the effects of job insecurity, organizational support, and workload. Analyzing turnover intention at PT Surya Karya Setiabudi. This study found workload significantly increases employees' intent to leave, unlike job insecurity or organizational support.

Abstract

This study aims to examine the influence of job insecurity, organizational support, and workload on turnover intention among employees at PT Surya Karya Setiabudi. The background of this research lies in the growing concern over high employee turnover rates and the need to understand the factors that drive employees to consider leaving their jobs. The study employed a quantitative approach, involving 44 respondents selected through purposive sampling. Data collection was conducted using questionnaires, and instrument testing confirmed that the items used were both valid and reliable. To ensure the suitability of the regression model, classical assumption tests were conducted and indicated that the data was normally distributed, free from multicollinearity, and did not suffer from heteroscedasticity. The results of the analysis revealed that job insecurity does not have a significant impact on turnover intention, suggesting that employees may not consider job uncertainty as a primary reason to resign. Similarly, organizational support did not significantly affect turnover intention. However, workload was found to have a positive and significant effect, indicating that an excessive workload increases employees' intention to leave the organization. These findings highlight workload as the dominant factor influencing turnover intention.

Review

This study investigates the critical issue of employee turnover intention at PT Surya Karya Setiabudi, focusing on the roles of job insecurity, organizational support, and workload. The research addresses a pertinent concern for organizations worldwide: understanding the underlying factors that compel employees to consider leaving their current positions. By specifically examining these three variables within a single organizational context, the study aims to provide targeted insights into how different workplace conditions may influence an employee's decision-making regarding their career trajectory. The topic holds significant practical relevance for human resource management and organizational sustainability. Employing a quantitative research approach, the study utilized questionnaires to collect data from 44 respondents, selected through purposive sampling. The methodology appears sound, with explicit mentions of instrument validity and reliability testing, alongside classical assumption tests ensuring the suitability of the regression model for analysis. The findings present a nuanced picture: both job insecurity and organizational support were found to have no significant impact on turnover intention, which is a notable deviation from some existing literature. In contrast, workload emerged as a positive and significant predictor, indicating that excessive demands placed on employees substantially increase their inclination to leave the organization. This highlights workload as the dominant factor among those examined. While the study successfully identifies workload as a key driver of turnover intention at PT Surya Karya Setiabudi, a primary limitation lies in its relatively small sample size of 44 respondents and the use of purposive sampling, which may restrict the generalizability of the findings even within the organization, let alone to broader contexts. Future research could benefit from a larger sample size and potentially a broader range of companies to enhance statistical power and external validity. Nonetheless, the clear identification of workload as the dominant factor offers valuable practical implications for PT Surya Karya Setiabudi, suggesting that strategic interventions aimed at managing and balancing employee workloads could be crucial in mitigating turnover rates. Further investigation into why job insecurity and organizational support did not show significance in this specific context could also provide richer insights.

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