THE INFLUENCE OF COMPENSATION AND WORKLOAD ON TURNOVER INTENTION AT PT CITRAMAS MAJUTAMA
Abstract
Employees with high potential are needed to carry out activities in the company so that company goals can be achieved properly. Loss of qualified employees will cost the organization more time and money in recruiting and training replacements. For this reason, HR management is needed to retain existing individuals. Good HR management helps maintain existing talent in the organization by providing good compensation that can be a deterrent for employees to leave the company. Then, an unbalanced division of labor can result in an excessive workload for employees and potentially increase an employee's intention to turnover. This research uses a quantitative approach. This study aims to measure the significant influence of compensation and workload on turnover intention at PT Citramas Majutama. The results of hypothesis testing and multiple linear analysis show that compensation and workload have a significant influence on turnover intention at PT Citramas Majutama. The coefficient of determination (Adj R2) is 0.532, which indicates that the contribution of the independent variables compensation and workload to the dependent variable turnover intention is 53.2%. In comparison, the remaining 46.8% is influenced by other variables that have not been studied or are not included in the regression in this study.
Downloads
References
[2] R. R. &. S. H. Maula, “Manajemen Sumber Daya Manusia Dalam Peningkatan Proses Manajemen Pengetahuan,” 2022.
[3] S. L. L. S. B. &. T. R. Ratnasari, “Pengaruh Peranan Sumber Daya Manusia, Pelatihan, dan Disiplin Kerja Terhadap Kinerja Karyawan,” 2020.
[4] B. &. S. K. B. Saranya, “E-human resource management,” 2019.
[5] R. L. &. J. J. H. Mathis, Human Resource Management., South Western Cengage Learning, 2021.
[6] Y. K. A. A. F. &. T. J. Pambreni, “The Influence of Total Quality Management Toward Organization Performance,” 2019.
[7] E. P. &. A. F. Wijayanti, “Pengaruh Kompensasi, Kepuasan Kerja, dan Stres Kerja Terhadap Turnover Intention,” 2022.
[8] M. Kadarisman, Manajemen Kompensasi, Rajawali Pers, 2014.
[9] E. Mulianti, “Pengaruh Beban Kerja dan Kompensasi Terhadap Turnover Intention Pada PT Avava Indonesia Kota Batam,” 2019.
[10] I. Masita, “Faktor-faktor yang Mempengaruhi Turnover Intention (Studi Kasus Pada Karyawan Yayasan Cendikia Bunayya Kabanjahe),” 2021.
[11] M. Muslim, “Pengaruh Stres Kerja dan Beban Kerja Terhadap Turnover Intention Karyawan Pada PT. Sunggong Logistics Jakarta,” 2021.
[12] A. A. &. M. S. Purwati, “Pengaruh Beban Kerja, Lingkungan Kerja dan Job Insecurity Terhadap Turnover Intention Karyawan PT Bumi Raya Mestika Pekanbaru,” 2021.
[13] A. Prawitasari, “Faktor-faktor yang Mempengaruhi Turnover Karyawan Pada PT Mandiri Tunas Finance Bengkulu,” 2019.
[14] N. N. Marhamah, “Pengaruh Beban Kerja dan Kompensasi Terhadap Turnover Intention (Studi Pada Karyawan Bagian Sewing PT Sandang Asia Maju Abadi),” 2022.
[15] S. &. S. N. M. Yosiana, “Pengaruh Kompensasi, Beban Kerja dan Burnout Serta Dampaknya Terhadap Turnover Intention Guru Honorer Sekolah Dasar di Kabupaten Jembrana,” 2022.
[16] S. Cahyaniz, “Pengaruh Beban Kerja, Disiplin Kerja dan Lingkungan Kerja Terhadap Turnover Intention,” 2023.
[17] D. G. &. M. R. Ayu, “Pengaruh Budaya Organisasi, Kompensasi Non-finansial, dan Job Insecurity Terhadap Turnover Intention Pada PT BPR Cincin Permata Andalas Cabang Padang,” 2019.
[18] R. S. S. A. P. &. R. W. Bogar, “Pengaruh Beban Kerja dan Komitmen Organisasional Terhadap Turnover Intention Pada PT Batavia Prosperindo Finance Tbk-Manado,” 2021.
[19] L. P. Sinambela, Manajemen Sumber Daya Manusia, Bumi Aksara, 2016.
[20] Budiasa, Beban Kerja dan Kinerja Sumber Daya Manusia, CV Pena Persada, 2021.
[21] R. d. Judge, Perilaku Organisasi, Salemba Empat, 2015.
[22] D. E. &. D. N. Desil, “Pengaruh Komitmen Organisasional, Kompensasi dan Kepuasan Kerja Terhadap Turnover Intention Karyawan PT BPR Kerinci,” 2023.
[23] M. R. J. F. L. K. &. A. I. Hak, “Pengaruh Beban Kerja dan Kompensasi Terhadap Turnover Intention Karyawan Fajar Toserba Talaga,” 2024.
[24] P. K. I. Vindi, “Pengaruh Beban Kerja dan Sistem Kompensasi Terhadap Turnover Intention dengan Kepuasan Kerja Sebagai Variabel Mediasi Pada PT. XYZ,” 2022.
[25] A. D. Meliyanti, “Pengaruh Beban Kerja dan Kompensasi Terhadap Turnover Intention Melalui Kepuasan Kerja Sebagai Variabel Intervening: (Studi Kasus Pada Operator PT Multi Technic Insulation),” 2022.
[26] T. F. Agustina, “Pengaruh Kompensasi Kerja dan Beban Kerjs Terhadap Turnover Intention Karyawan di Bank BRI Syariah Kantor Cabang Pembantu Purbalingga,” 2020.
[27] N. Haliza, “Pengaruh Kompensasi dan Beban Kerja Terhadap Turnover Intention Pada Pegawai Honor Kantor Badan Kependudukan dan Keluarga Berencana Nasional Kabupaten Langkat,” 2021.
This work is licensed under a Creative Commons Attribution 4.0 International License.
_uk501.png)
.2022-2026_uk200_pxl_.jpg)
.png)
3.png)
