Strategies to Reduce Employee Turnover Intention at PT Indokom Samudra Persada

Yunda Rizki Dewi Aprilia; Budhi Waskito

doi:10.63922/ijevss.v5i03.6280

Yunda Rizki Dewi Aprilia Universitas Bandar Lampung, Indonesia
Budhi Waskito Universitas Bandar Lampung, Indonesia

DOI: https://doi.org/10.63922/ijevss.v5i03.6280

Keywords: job satisfaction, emotional exhaustion, turnover intention, multiple linear regression, Person Organization Value Fit

Abstract

Turnover intention represents one of the challenges in human resource management because employees’ tendency to leave an organization may affect operational continuity and productivity, while also increasing recruitment and training costs. This study aims to analyze the effects of job satisfaction and emotional exhaustion on employee turnover intention at PT Indokom Samudra Persada and to formulate an appropriate strategy to reduce this tendency. The study employed a quantitative approach with an explanatory research design. Data were collected through a questionnaire using a five-point Likert scale administered to 261 employees selected through proportionate stratified random sampling. The data were analyzed using multiple linear regression with the assistance of IBM SPSS Statistics, including validity, reliability, classical assumption, partial, simultaneous, and coefficient of determination tests. The results indicate that job satisfaction has a negative and significant effect on turnover intention, with a regression coefficient of -0.526 and a significance level of 0.000, whereas emotional exhaustion has a positive and significant effect, with a regression coefficient of 0.521 and a significance level of 0.000. Simultaneously, job satisfaction and emotional exhaustion have a significant effect on turnover intention, as indicated by an F-value of 148.700 and a significance level of 0.000. The Adjusted R Square value of 0.532 indicates that the two variables explain 53.2% of the variation in turnover intention, while the remaining 46.8% is influenced by other factors outside the research model. Based on the standardized beta coefficients, job satisfaction has a relatively more dominant influence than emotional exhaustion. Therefore, the recommended strategy is the Person Organization Value Fit Strategy, which focuses on strengthening the alignment between employees’ values and organizational values and practices through value-fit assessment, alignment of work practices with organizational values, and regular evaluation of job satisfaction and turnover intention. This strategy is expected to enhance employee job satisfaction while reducing employees’ intention to leave the organization

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