THE The Effect Of Work Stress And Job Insecurity On Turnover Intention With Organizational Commitment As An Intervening At Pt "Xyz"
Abstract
The role of employees as human resources is very crucial in the continuity of company operations. One of the main focuses in human resource management is employee turnover intention. This phenomenon can disrupt company stability and cause material and immaterial losses. Indonesia, according to data from Michael Page (2022), is ranked second highest in Asia Pacific in terms of employees' intention to resign. This research aims to identify the factors that influence turnover intention among PT "XYZ" employees and examine the influence of work stress and job insecurity on turnover intention with organizational commitment as an intervening variable. This research is quantitative research that uses statistical analysis with the Partial Least Squares (PLS) method. Sampling was carried out based on Isaac and Michael's sampling table, resulting in 127 respondents who were permanent employees of PT "XYZ" with a working period of more than one year. Measurements were carried out using a Likert scale. The analysis shows that work stress has a significant negative influence on organizational commitment and a positive influence on turnover intention. Job insecurity also has a significant negative effect on organizational commitment, but does not have a direct significant effect on turnover intention. Organizational commitment was found to have a significant negative influence on turnover intention. In addition, both job stress and job insecurity influence turnover intention through organizational commitment. Job stress and job insecurity reduce organizational commitment which in turn increases turnover intention. Therefore, it is important for companies to manage work stress and increase employees' sense of security to reduce job turnover intentions and increase employee loyalty to the company.
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