ANGGRAENI, DHIAH (2026) PENGARUH JOB INSECURITY, LINGKUNGAN KERJA NON FISIK DAN KOMPENSASI TERHADAP TURNOVER INTENTION PADA KARYAWAN DI PERUSAHAAN OUTSOURCING (Studi Kasus di PT. XYZ). S1 thesis, Universitas Mercu Buana Jakarta.
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Abstract
The roles of job insecurity, the non-physical work environment, and compensation are essential for maintaining continuity in the work situation as key organizational determinants to prevent an increase in turnover intention, which may harm the company. This study aims to analyze the effects of job insecurity, the non-physical work environment, and compensation on employee turnover intention at PT. XYZ. This research employed a quantitative approach using a survey method through questionnaire distribution. The population consisted of 150 employees of PT. XYZ, and the sample was determined using the Slovin formula, resulting in 109 respondents. Data were analyzed using Partial Least Squares (PLS). The results show that job insecurity has a positive and significant effect on turnover intention (β = 0.402; t = 4.114; p = 0.000), the non-physical work environment has a positive and significant effect on turnover intention (β = 0.332; t = 3.328; p = 0.000), and compensation has a negative and significant effect on turnover intention (β = −0.213; t = 3.910; p = 0.000). The R-square value of 0.484 indicates that 48.4% of the variance in turnover intention is explained by these three variables, while the remaining variance is influenced by other factors outside the research model. These findings suggest that strengthening job security perceptions and improving the nonphysical work environment, along with enhancing the compensation system, are important managerial evaluations to reduce employees’ turnover intention. Keywords: Compensaion, Job Insecurity, Non-physical Work Environment, Turnover Intention Pentingnya peranan job insecurity, lingkungan kerja non fisik, maupun kompensasi diperlukan untuk menjaga kesinambungan situasi kerja sebagai faktor penentu perusahaan agar tercegah peningkatan turnover intention yang berisiko merugikan perusahaan. Penelitian ini bertujuan untuk menganalisis pengaruh job insecurity, lingkungan kerja non fisik, dan kompensasi terhadap turnover intention pada karyawan PT. XYZ. Penelitian ini menggunakan pendekatan kuantitatif dengan metode survei melalui penyebaran kuesioner. Populasi penelitian berjumlah 150 karyawan PT. XYZ, dengan penentuan sampel menggunakan rumus Slovin sehingga diperoleh 109 responden. Analisis data dilakukan menggunakan Partial Least Square (PLS). Hasil penelitian menunjukkan bahwa job insecurity berpengaruh positif dan signifikan terhadap turnover intention (β = 0,402; t = 4,114; p = 0,000), lingkungan kerja non fisik berpengaruh positif dan signifikan terhadap turnover intention (β = 0,332; t = 3,328; p = 0,000), serta kompensasi berpengaruh negatif dan signifikan terhadap turnover intention (β = −0,213; t = 3,910; p = 0,000). Nilai R-square sebesar 0,484 menunjukkan bahwa 48,4% variasi turnover intention dapat dijelaskan oleh ketiga variabel tersebut, sedangkan sisanya dipengaruhi oleh faktor lain di luar model penelitian. Temuan ini memberikan gambaran bahwa peningkatan rasa aman kerja dan kualitas lingkungan kerja non fisik, serta perbaikan sistem kompensasi, penting dilakukan sebagai bahan evaluasi perusahaan untuk menurunkan turnover intention karyawan. Kata Kunci : Job Insecurity, Kompensasi, Lingkungan Kerja Non Fisik, Turnover Intention
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