Effect on turnover intention: Career development, compensation and job stress
Keywords:
Career Development, Compensation, Job Stress, Turnover IntentionAbstract
This research aims to analyze how career development influences high turnover rates. Apart from career development, compensation factors and job stress are also factors that are examined as factors that influence the high level of turnover intention in XYZ Indonesia. The method used in this research is quantitative, sampling was carried out using non-probability sampling with a saturated sampling method, questionnaires were distributed to 109 respondents, namely employees who were still actively working at XYZ Indonesia. The research results show that career development and compensation at company XYZ Indonesia have a negative and significant effect on employee turnover intention, which means that an increase in these two factors can reduce employee intention to move. On the other hand, job stress has a positive and significant effect on turnover intention, indicating that the higher the level of job stress, the higher the employee's intention to turnover. The average percentages for career development and compensation were 48.73% and 48.26% respectively, which was categorized as poor, while job stress reached 63.61%, which was categorized as high. Employee turnover intention at XYZ Indonesia is also included in the high category with an average percentage of 66.36%.
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