Affect of Job Satisfaction, Work Stress, and Work Environment on Potential Turnover Intention of Operator Level Employees at Pt. Prima Sejati Sejahtera 3

Abstract

The purpose of this study is to determine job satisfaction, work stress, and work environment on turnover intention at PT. Prima Sejati Sejahtera 3 to the operator level employees. High employee turnover rates result in organizations are becoming ineffective, losing experienced employees and needing to train new employees. High job satisfaction and a good work environment will affect the decrease in turnover intention, while high work stress will affect the increase in turnover intention.
 The variables used in this study include the independent variables of job satisfaction, work stress and work environment, while the dependent variable is turnover intention. The population in this study was the employees of PT. Prima Sejati Sejahtera 3. The number of samples used in the study was 60 employees, using the Slovin method. Methods of data collection were using the method of observation and questionnaires. Data analysis used multiple linear regression analysis with the help of SPSS program.
 Based on the research results, it is known that the multiple linear regression equation Y = 16,328 – 0.496 +0.303 – 0.258. The results of data analysis carried out on the indicators used in this study are all valid and reliable. As the matter of fact for the classical assumption test, the overall data is normally distributed. The results of the t test show that the job satisfaction variable has a negative effect with a significant value of 0.005, the work stress variable has a positive effect with a significant value of 0.021 and the work environment variable has a negative effect with a significant value of 0.148. F test results show that all variables have a simultaneous effect or together with a significant value of 0.016. The result of the coefficient of determination test is 40.9%.
 This study concludes that there is a significant negative effect on job satisfaction and there is a significant positive effect of work stress and the work environment and an insignificant negative effect on employee turnover intention at PT. Prima Sejati Sejahtera 3. Suggestions for companies should provide additional incentives for employees, placing employees according to their expertise, add cleaning staff. For other researchers can add other objects and variables.
 
 Keywords: Job Satisfaction, Job Stress, Work Environment, Turnover Intention

Antecedents of Employee Turnover Intention at Xyz Hospital

“…The findings from this research also confirm or support the results of previous research by Meilano and Nugraheni (2017), Pramudika et al (2017), Putra and Utama (2017), Anggareini and Suryalena (2019), Venisa and Brahmana (2020) and Ernawati et al (2022) who also found a negative influence of the work environment on turnover intention. Meilano and Nugraheni (2017) explained that a work environment that is not conducive or comfortable for a worker will make them feel uncomfortable working in a company which will then encourage them to look for work in another company that offers or is seen as having a better working environment.…”

“…Research conducted by experts such as Meilano and Nugraheni (2017); Pramudika et al (2017); Men and Main (2017); Anggareini and Suryalena (2019); Venisa and Brahmana (2020); and Ernawati et al (2022) explains that the work environment has a negative influence on turnover intention, meaning that the higher or better the work environment conditions perceived by the workforce, the lower the level of turnover intention of the workforce, conversely if the work environment conditions perceived by the workforce are If it is bad, the turnover intention level of the workforce will increase. Therefore, it can be explained that the research hypothesis is:…”

“…Research by Pramudika et al (2017), Luz et al (2018), Yukongdi and Shrestha (2020), and Ernawati et al (2022) explains that job satisfaction influences turnover intention negatively, which indicates that when a worker feels satisfied with their job then they will have a low level of turnover intention, conversely if a worker feels dissatisfied with their job they will look for work elsewhere. others and thereby increasing turnover intention.…”

Analisis perceived organizational support dan work environment terhadap job satisfaction dan implikasinya terhadap turnover intention (Studi kasus pada industri perbankan)

“…Nilai pengujian job satisfaction terhadap turnover intention bernilai 0,015 yang berarti hipotesis kelima diterima sehingga terdapat pengaruh terhadap turnover intention. Hal ini juga mendukung penelitian yang dilakukan oleh Ernawati et al (2022) yang menyatakan job satisfaction berpengaruh secara negatif terhadap turnover intention. Sehingga dapat disimpulkan bahwa industri perbankan sudah memberikan kepuasan kerja yang baik pada karyawannya dengan meningkatkan lingkungan kerja karyawannya.…”

“…Namun pada hipotesis ketujuh yakni pengaruh secara tidak langsung yang dihasilkan work environment terhadap turnover intention akibat variabel mediasi job satisfaction memiliki nilai 0,084 yang berarti hipotesis ketujuh ditolak sehingga tidak terdapat pengaruh indirect effect terhadap turnover intention. Hal ini tidak sesuai dengan penelitian yang dilakukan oleh Ernawati et al (2022) yang menyatakan bahwa work environment dimediasi oleh job satisfaction terhadap turnover intention. Hal ini disebabkan karena karyawan pada industri perbankan tidak terganggu dengan tidak adanya work environment yang baik pada lingkungan mereka bekerja sehingga menyebabkan tidak terpengaruhinya turnover intention.…”