Pengaruh Job Insecurity, Burnout, Kepuasan Kerja dan Iklim Organisasi Terhadap Turnover Intention

Dara Hilda Tantyar

Abstract


Turnover symptoms can be seen through the desire to move, which is most easily seen, among others, from the attitude of a worker, namely the high level of absenteeism and a lack of enthusiasm for work or laziness in doing his work. This study aims to empirically prove the effect of partially and simultaneously between job insecurity, burnout, job satisfaction, and organizational climate on turnover intention in PT INKA Madiun PKWT employees.The method used in this study is an associative method with a form of causal relations. The population in this study were all PKWT employees with contract status at PT INKA Madiun, amounting to 749 people. The sample in this study was calculated using the Isaac-Michael table, obtained a sample of 199 PKWT employees with contract status at PT INKA Madiun. The sampling technique uses probability sampling techniques with simple random sampling. The research instrument was a questionnaire that had tested its validity and reliability. Data analysis techniques using the classic assumption test, multiple linear regression analysis, and hypothesis testing using the t test and F test. The results of the study prove that: (1) Job insecurity has a positive effect on turnover intention; (2) Burnout has a positive effect on turnover intention; (3) Job satisfaction has a negative effect on turnover intention; (4) Organizational climate has a negative effect on turnover intention; (5) Job insecurity, burnout, job satisfaction, and organizational climate simultaneously influence turnover intention.

Keywords: job insecurity, burnout, job satisfaction, organizational climate, turnover intention

 


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References


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