View of The Effect of Job Satisfaction, Work Stress and Workload on the Turnover Intention of PT. "X" Sidoarjo

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The Effect of Job Satisfaction, Work Stress and Workload on the Turnover Intention of PT. "X"

Sidoarjo

Kukuh Firmansyah, Elok Damayanti Deparment of Management, Narotama University, Jl. Arief Rachman Hakim, No. 51, 60117, Surabaya, Indonesia

[email protected]

Abstract

This study aims to analyze the effect of job satisfaction, work stress and workload on the turnover intention of PT employees. "X" Sidoarjo. The population in this study were employees of the marketing and sales division at PT. "X" Sidoarjo. The method chosen for sampling uses a saturated sample technique or census where all members of the population are used as research samples, namely 62 employees. The data analysis method uses Multiple Linear Regression through the IBM SPSS version 26 for windows application. The results of the study stated that the variables of job satisfaction and workload partially had a significant effect on turnover intention. Meanwhile, the variable work stress does not have a significant effect on turnover intention. And simultaneously the variables of job satisfaction, work stress and workload have a significant effect on turnover intention and the workload variable has the greatest contribution to the turnover intention of PT employees. "X" Sidoarjo.

Keywords:

Job Satisfaction, Turnover Intention, Workload, Work Stress.

1. Introduction

Currently, the majority of companies in Indonesia in any field, be it the manufacturing industry, the service sector or the technology sector, are facing the same problem, namely in maintaining their assets in terms of HR (Human Resources), namely workers/employees. And the problem (maintaining HR assets) that is being faced by most companies in Indonesia tends to be higher than other countries. This is called turnover intention. Turnover intention is the desire or intention of a worker / employee to quit his previous job to find a new job in another place (company).

The majority of requests for the retirement of an employee can occur because they are based on better opportunities or (career) opportunities elsewhere. In addition, some of the reasons for employees to make turnover / resign are that the job satisfaction expected from their place of work is not met. And high workload is another reason for employees to make turnover because employees feel overwhelmed, causing employees to feel work stress because the workload they receive is too large. The mental and physical work abilities of each human being are different. If the ability of the individual is lower than the level of work given, it can be said to be a workload so that excessive fatigue can arise. And each task that a person receives must correspond to the physical and cognitive abilities of the individual. On the other hand, if the tasks received are not proportional to both physical and cognitive abilities, it will become a source of stress and can cause employees' desire to leave their workplaces.

One of the companies that does not escape the phenomenon of turnover intention is a company engaged in the biscuit manufacturing industry, namely PT. "X" Sidoarjo. At PT. "X" itself the turnover phenomenon mostly occurs in the marketing and sales divisions. And in order to corroborate the phenomenon that occurred, the author conducted a presurvey with an interview method with one of the HRD staff "A" and obtained the following data.

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Table 1. Employee Turnover Data of Marketing and Sales Division

PT. "X" Sidoarjo

Moon 2021 2022

Beginning Out In End (%) Beginning Out In End (%)

Jan 62 2 2 62 3,22 61 2 1 60 3,33

Feb 62 2 1 61 3,27 60 1 1 59 1,69

Mar 61 1 2 63 1,58 59 2 3 60 3,33

Apr 63 2 1 62 3,22 60 1 2 61 1,63

May 62 3 2 61 4,91 61 1 2 62 1,61

Jun 61 2 1 60 3,33 62 2 1 61 3,27

Jul 60 1 2 61 1,63 61 2 2 61 3,27

Ags 61 1 2 62 1,61 61 1 2 62 1,61

Sep 62 2 1 61 3,27 62 2 1 61 3,27

Oct 61 1 3 63 1,58 61 1 2 62 1,61

Nov 63 2 1 62 3,22

Des 62 1 1 61 1,63

Total 20 19 32,47 15 17 24,62

Annual Average 2,70 Annual Average 2,05

Source: HRD Division of PT. "X" Sidoarjo (In 2022)

Based on Table 1. above, it shows that there is indeed a tendency to the phenomenon of turnover intention that occurs in PT. "X" Sidoarjo. So based on the phenomenon of turnover intention that occurs in Indonesia, especially on the parties / companies that will be used as the object of our research, therefore the author tries to conduct research presented in a thesis entitled: The Effect of Job Satisfaction, Work Stress and Workload on the Turnover Intention of PT. "X" Sidoarjo

2. Theoretical Review 2.1. Job Satisfaction

Job satisfaction is described as a positive feeling towards work, which is the result of an evaluation of each characteristic of the work. Work satisfaction concerns employees' feelings about whether or not a job is pleasant for employees (Handoko in Purwati et al., (2020)). Employee job satisfaction has a very large contribution to be able to retain employees, where if employees have a feeling of satisfaction with their work, employee productivity will increase and vice versa if employees do not have a feeling of satisfaction at their work this will tend to lead to turnover intention. In order not to lead to turnover intention, job satisfaction from employees also needs to be considered (Nyoman Dinda Istira Sukma Sakawangi & Wayan Gede Supartha, 2017).

2.2. Work Stress

Work stress can also be interpreted as a situation when an individual gets pressure or tension in his work environment both from colleagues, superiors and workloads that are too large so that the individual responds negatively and feels very burdened in carrying out his work activities. Ellyzar & Yunus, (2017) stated that work stress is a feeling of pressure experienced by employees in a job. This work stress can be seen from unstable emotions, feelings of displeasure, like to be alone, insomnia, unable to relax, anxious and others.

2.3. Workload

According to (Antonius Rino Vanchapo, 2020) Workload is a process or activity that must be completed immediately by a worker within a certain period of time. If a worker is able to complete and adjust to a number of assigned tasks, then it does not become a workload. However, if the worker is unsuccessful then the tasks and activities become a workload. (Monika & Sinta, 2015) concluded that workload is a process carried out by a person in completing a task from a job or a group of positions that is carried out under normal circumstances within a certain period of time.

2.4. Turnover Intention

According to (Andy Wijaya et al., 2020) explained that turnover intention is the intensity of an employee's desire to leave the company or organization for various reasons underlying the occurrence of turnover intention, including the desire to get a better job guarantee.

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2.5 Hypothesis

H1 : Job Satisfaction (X1) has a positive and significant effect partially on the Turnover Intention (Y) of PT. "X" Sidoarjo.

H2 : Work Stress (X2) has a positive and significant effect partially on the Turnover Intention (Y) of PT. "X" Sidoarjo.

H3 : Workload (X3) has a positive and significant effect partially on the Turnover Intention (Y) of PT. "X"

Sidoarjo.

H4 : Job Satisfaction (X1), Work Stress (X2), Workload (X3) have a positive and significant effect simultaneously on the Turnover Intention (Y) of PT. "X" Sidoarjo.

3. Research Methods

Figure 1. Hypothesis

This study uses a quantitative approach and uses surveys to analyze a representative sample of the population. This study obtained data from a certain place and used questionnaires as a data collection tool. The population in this study were employees of the marketing and sales division at PT. "X" Sidoarjo which has 62 employees. The method chosen for sampling uses a saturated sample technique or census where all members of the population are used as research samples, namely 62 employees. The data sources in this study used primary and secondary. The data collection technique used in this study was obtained through a questionnaire in the form of a likert model scale. Before testing the research hypothesis, a questionnaire validity and reliability test and a classical assumption test are first carried out, to ensure that multiple linear regression tests can be used in research, validity and reliability tests and classical assumption tests must first be met. The analysis method used in this study is multiple regression analysis with t test and F test. Where the analysis is carried out using SPSS (Statistical Package for Social Science) version 26.

4. Research Results 4.1. Validity Test

Table 2. X1 Validity Test

No R Count R Table Information

1.

2.

,0.505 0.366

0.2500 0,2500

Valid Valid

3. 0.834 0.2500 Valid

4. 0.732 0.2500 Valid

5. 0.604 0.2500 Valid

6. 0,704 0.2500 Valid

7. 0,544 0.2500 Valid

8. 0,592 0.2500 Valid

Source: analysis processing results from IBM SPSS version 26 2023

Based on table 2. above shows that all r values for questionnaire items in variable X1, r values are greater than the r-table values. Then all questionnaires are declared valid.

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Table 3. X2 Validity Tests

1.

2.

,0.595 0.849

0.2500 0,2500

Valid Valid

3. 0.809 0.2500 Valid

4. 0.923 0.2500 Valid

5. 0.405 0.2500 Valid

6. 0,741 0.2500 Valid

7. 0,845 0.2500 Valid

8. 0,389 0.2500 Valid

Based on table 3. above, it shows that all r values for questionnaire items in the variable X2, the value of r is greater than the value of r-table. Then all questionnaires are declared valid.

Table 4. X3 Validity Test

1.

2.

,0.875 0.869

0.2500 0,2500

Valid Valid

3. 0.839 0.2500 Valid

4. 0.554 0.2500 Valid

5. 0.750 0.2500 Valid

6. 0,759 0.2500 Valid

Based on table 4. above shows that all r values for questionnaire items in variable X3, r values are greater than r-table values. Then all questionnaires are declared valid.

Table 5. Y Validity Tests

No R Count r Tabel Information

1.

2.

,0.883 0.843

0.2500 0,2500

Valid Valid

3. 0.581 0.2500 Valid

4. 0.772 0.2500 Valid

5. 0.714 0.2500 Valid

6. 0,778 0.2500 Valid

7. 0,854 0.2500 Valid

8. 0,777 0.2500 Valid

Based on table 5. above, it shows that all r values for questionnaire items in variable Y, r values are greater than r-table values. Then all questionnaires are declared valid.

4.2. Reliability Test

Table 6. Reliability Test

No Variable Cronbach's

Alpha

Information 1.

2.

Job Satisfaction (X1) Work Stress (X2)

0,752 0,852

Reliable Reliable

3. Workload (X3) 0,867 Reliable

4. Turnover Intention (Y) 0,906 Reliable

The results in the reliability test in table 6. above show that all variables in this study have Cronbach Alpha's (α) values greater than 0.06. It can be said that all the concepts of measurement of each of the variables of the questionnaire are reliable.

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4.3. Normality Test

Table 7. Normality Test (One-Sample Kolmogorov-Smirnov Test) Unstandardized

Residual

N 62

Normal Parametersa,b Mean .0000000

Std. Deviation 1,47974523 Most Extreme Differences Absolute ,072

Positive ,055

Negative -,72

Test Statistics ,072

Asymp. Sig. (2-tailed) ,200c, d Source: analysis processing results from IBM SPSS version 26 2023

From the results of the kolmogorov-smirnov test in table 7. above, it shows the result of significance or probability value of 0.200 > 0.05. It can be stated that all data has been distributed normally.

4.4. Multicholinearity Test

Table 8. Multicholinearity Test

Tolerance VIFs Information

X1 ,0.521 1,921 No Multiko Happens

X2 0,512 1,955 No Multiko Happens

X3 0,543 1,842 No Multiko Happens

Based on the table above, it can be concluded that there are no symptoms of multicholinearity because the tolerance value is above 0.10 and the VIF value is below 10.00.

4.5. Heteroskedasticity Test

Figure 2. Heteroskedasticity Test (Scatterplots) Source: analysis processing results from IBM SPSS version 26 2023

From the results of the heteroskedasticity test above, it can be concluded that there are no symptoms of heteroskedasticity because the points between the X and Y axes spread and do not form a pattern.

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4.6. Multiple Linear Regression

Table 9. Multiple Linear Regression

Source: analysis processing results from IBM SPSS version 26 2023 Y = 4,750 + 0.293X1 + 0.160X2 + 0.369 X3 + e

1. 0.293 (X1) is the value of the regression coefficient from the variable X1 to Y, meaning that if the variable X1 increases by one unit, then Y will increase by 0.293 or 29.3%.

2. 0.160 (X2) is the value of the regression coefficient from the variable X2 to Y, meaning that if the variable X2 increases by one unit, then Y will increase by 0.160 or 16.0 %.

3. 0.369 (X3) is the value of the regression coefficient from the variable X3 to Y, meaning that if the variable X3 increases by one unit, then Y will increase by 0369 or 36.9%.

4.7. Partial Significance Test (T Test)

T table = t(α/2 ; n-k)

= t (0.05/2; 62-4)

= t (0.025; 58)

= 2,001 Table 10. Partial Significance Test (T Test)

Type

t Sig.

Job Satisfaction 3,355 .001 Work Stress

Workload

1,243 2,933

,219 ,0 05 Source: analysis processing results from IBM SPSS version 26 2023

1. Testing the first hypothesis (H1)

It is known that the value of Sig. for the influence of X1 on Y is 0.001<0.05 and the value of t count is 3.355>2.001 so it can be concluded that X1 is accepted. Which means there is an influence partially X1 on Y.

2. Testing the second hypothesis (H2)

It is known that the value of Sig. for the influence of X2 on Y is 0.219>0.05 and the calculated value is 1.243<2.001 so it can be concluded that H2 is rejected. Which means there is no partial X2 influence on Y.

3. Testing for the third hiothesis (H3)

It is known that the value of Sig. for the influence of X3 on Y is 0.005<0.05 and the value of t count is 2.933>2.001 so it can be concluded that X3 is accepted. Which means there is an influence partially X3 on Y.

4.8. Simultaneous Significant Test (F Test)

F table = df1 = k-1 (4-1 = 3)

= df2 = n-k (62--4 = 58)

Ket = k (number of free + bound variables)

= n (number of respondents)

Unstandardized Coefficients

Type B Std. Error

1 (Constant) 4,750 2,466

Job Satisfaction ,293 ,087

Work Stress ,160 ,129

Workload ,369 ,126

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Table 11. Simultaneous Significant Tests (F Test) ANOVA^a

Type Sum of Squares Df Mean Square F Sig.

Regression 188,303 3 62,768 27,256 ,000b

1 Residual 133,568 58 2,303

Total 321,871 61

Based on the output above, it is known that the significance values of the variables X1, X2 and X3 simultaneously against Y are 0.000 < 0.05 and the calculated F values are 27.256 > 2.76. So it can be concluded that H4 is accepted. Which means that the variables X1, X2 and X3 simultaneously have a significant effect on the variable Y.

4.9. Coefficient of Determination Test (R²)

Table 12. Coefficient of Determination Test (R²) Type R Square Adjusted R Square

,585 ,564

Based on the output above, it is known that the value of Adjusted R Square is 0.564, which means that the influence of variables X1, X2 and X3 simultaneously on variable Y is 56.4%.

5. Discussion

The following are the results of the analysis and discussion that has been processed using IBM SPSS version 26. From the results of data testing involving 62 respondents.

5.1. Effect of Job Satisfaction (X1) on Turnover Intention (Y)

From the results of the T test (partial) it was found that the variable job satisfaction had a significant influence on turnover intention in PT employees. "X" Sidoarjo. The results were obtained from the statistical results of the regression test with a calculated t value (3.355) greater than the table t value (2.001) with a significance level of 0.001 (sig < 0.05). Then the hypothesis of the job satisfaction variable (X1) partially affects and significantly affects turnover intention (Y). So, the first hypothesis (H1) is accepted. And from these results, it shows that the level of employee job satisfaction can encourage turnover intention in a company, in this case PT. "X" Sidoarjo.

5.2. Effect of Work Stress (X2) On Turnover Intention (Y)

From the results of the T test, it was found that the variable of work stress did not have a significant influence on the variable turnover intention in PT employees. "X" Sidoarjo. The results were obtained from the statistical results of the regression test with a calculated t value (1.243) smaller than the table t value (2.001) with a significance level of 0.219 (sig > 0.05. So, the H2 hypothesis that states the work stress variable (X2) partially has a significant effect on the turnover intention (Y) variable is stated to be rejected.

5.3. Effect of Workload (X3) On Turnover Intention (Y)

Based on the results of the T test, it was found that the workload variable had a significant influence on turnover intention in PT employees. "X" Sidoarjo. The results were obtained from the statistical results of the regression test with a calculated t value (2.933) greater than the table t value (2.001) with a significance level of 0.005 (sig < 0.05). Then the hypothesis of the workload variable (X3) partially affects and significantly affects the turnover intention (Y). So, the third hypothesis (H3) is accepted. And from these results, it shows that the level of workload experienced by employees is high, which can encourage turnover intentions.

5.4. Effect of Job Satisfaction (X1), Work Stress (X2) and Workload (X3) on Turnover Intention (Y)

Based on the results of data analysis and processing, it is stated that the variables of job satisfaction, work stress, and workload simultaneously have a significant influence on turnover intention. This is supported by the results of research which shows that the F test got a score of 27,256. With a value on F of the table of 2.76. Which means 27,256 > 2.76 as well as a significant probability value of 0.000 < 0.05 or a = 5%. So simultaneously (simultaneously) the variables of job satisfaction, work stress and workload have a positive and significant effect

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on the variables of turnover intention. This is in line with the fourth hypothesis or H4 which states Job Satisfaction (X1), Work Stress (X2) and Workload (X3) simultaneously have a significant effect on Turnover Intention (Y).

6. Conclusions

Based on the results of questionnaire data processing that researchers conducted using the IBM SPSS program version 26. It was found that the influence between the variables Job Satisfaction (X1), Work Stress (X2) and Workload (X3) on Turnover Intention (Y) there were PT employees. "X" Sidoarjo can be drawn the following conclusions:

1. The Variable of Job Satisfaction partially has a significant effect on employee Turnover Intention at PT. "X"

Sdidoarjo.

2. The Variable of Work Stress partially does not have a significant effect on employee Turnover Intention in PT. "X" Sidoarjo.

3. Workload Variables partially have a significant effect on employee Turnover Intention at PT. "X" Sidoarjo.

4. Variables of Job Satisfaction, Work Stress and Workload simultaneously have a significant effect on employee Turnover Intention at PT. "X" Sidoarjo.

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