THE EFFECT OF BURNOUT AND JOB INSECURITY ON TURNOVER INTENTION WITH ORGANIZATIONAL COMMITMENT AS A MEDIATION VARIABLE

Dewanda Evelyn Pradita

Abstract


Human resources are a vital element in sustaining organizational continuity, making the retention of competent employees essential. Nevertheless, turnover intention remains a common challenge, as observed at CV Soni Konveksi in Ngawi Regency, where symptoms of burnout, job insecurity, and suboptimal organizational commitment are evident. The aim of this investigation is to explore the impact of burnout and job insecurity on turnover intention, with organizational commitment as a mediating variable. Using a saturation sample technique and a quantitative approach, this study included 62 CV Soni Konveksi employees.  Questionnaires were used to gather data, and SPSS was used to analyze the results using multiple linear regression and mediation tests.  The results of the study show that job instability and burnout have a detrimental effect on organizational commitment but a good effect on turnover intention.  However, it has been demonstrated that organizational commitment has a detrimental effect on turnover intention.  Additionally, the association between burnout, job insecurity, and turnover intention is partially mediated by organizational commitment. These results emphasize the importance of reducing excessive workloads, ensuring job security, and strengthening organizational commitment to minimize turnover intention and maintain workforce stability.

Keywords: Burnout, Job Insecurity, Organizational Commitment, Turnover Intention


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References


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