Pengaruh Komitmen Organisasi dan Job Insecurity Terhadap Turnover Intention PT X
DOI:
https://doi.org/10.29313/bcsps.v6i2.26129Keywords:
Komitmen Organisasi, Job Insecurity, Turnover IntentionAbstract
Abstract. Turnover intention is employees' tendency to leave an organization, which may increase recruitment and training costs, reduce productivity, and disrupt organizational stability. This study aimed to examine the effects of the dimensions of organizational commitment and job insecurity on turnover intention among operational employees at PT Best Agro International. A quantitative correlational design was employed involving 249 operational employees selected through convenience sampling. Data were collected using Organizational Commitment, Job Insecurity, and Turnover Intention scales that met validity and reliability requirements. Multiple linear regression analysis was conducted using IBM SPSS Statistics. The results showed that affective commitment had no significant effect on turnover intention (p = 0.143), whereas continuance commitment (p < 0.001) and normative commitment (p = 0.007) had significant negative effects. Job insecurity had a significant positive effect on turnover intention (p < 0.001). Simultaneously, the dimensions of organizational commitment and job insecurity significantly predicted turnover intention, with an Adjusted R² of 0.592, indicating that the model explained 59.2% of the variance in turnover intention. These findings suggest that strengthening continuance and normative commitment while reducing job insecurity may help decrease employees' turnover intention.
Abstrak. Turnover intention merupakan kecenderungan karyawan untuk meninggalkan organisasi yang dapat berdampak pada meningkatnya biaya rekrutmen dan pelatihan, menurunnya produktivitas, serta terganggunya stabilitas organisasi. Berbagai faktor yang memengaruhi turnover intention, di antaranya adalah komitmen organisasi dan job insecurity. Komitmen organisasi dalam penelitian ini dipandang sebagai konstruk multidimensional yang terdiri atas komitmen afektif, komitmen berkelanjutan, dan komitmen normatif. Penelitian ini bertujuan untuk menganalisis pengaruh dimensi komitmen organisasi dan job insecurity terhadap turnover intention pada karyawan operasional PT Best Agro International. Penelitian menggunakan pendekatan kuantitatif dengan desain korelasional. Subjek penelitian berjumlah 249 karyawan operasional yang dipilih menggunakan teknik convenience sampling. Data dikumpulkan menggunakan skala Komitmen Organisasi, Job Insecurity, dan Turnover Intention yang telah memenuhi kriteria validitas dan reliabilitas. Analisis data dilakukan menggunakan regresi linear berganda dengan bantuan SPSS. Hasil penelitian menunjukkan bahwa secara parsial komitmen afektif tidak berpengaruh signifikan terhadap turnover intention (p = 0,143), sedangkan komitmen berkelanjutan (p < 0,001) dan komitmen normatif (p = 0,007) berpengaruh negatif dan signifikan terhadap turnover intention. Job insecurity berpengaruh positif dan signifikan terhadap turnover intention (p < 0,001). Secara simultan, dimensi komitmen organisasi dan job insecurity berpengaruh signifikan terhadap turnover intention dengan nilai Adjusted R² sebesar 0,592, yang menunjukkan bahwa model mampu menjelaskan 59,2% variasi turnover intention. Temuan ini menunjukkan bahwa penguatan komitmen berkelanjutan dan komitmen normatif serta pengurangan job insecurity dapat menjadi strategi untuk menekan turnover intention.
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