Pengaruh Beban Kerja dan Insentif Terhadap Turnover Intention di PT Alfa Dinamis Indo Teknik

Erizal, Fajrianwar (2024) Pengaruh Beban Kerja dan Insentif Terhadap Turnover Intention di PT Alfa Dinamis Indo Teknik. S1 thesis, Universitas Kristen Indonesia.

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Abstract

Fajrianwar Erizal, Pengaruh Beban Kerja dan Insentif terhadap Turnover Intention Karyawan PT. Alfa Dinamis Indo Teknik Penelitian ini bertujuan untuk mengetahui pengaruh Beban Kerja dan Insentif terhadap Turnover Intention karyawan PT. Alfa Dinamis Indo Teknik. Jenis penelitian yang digunakan adalah kuantitatif asosiatif kausal dengan metode pengumpulan data melalui kuesioner yang disebarkan kepada 34 responden yang merupakan karyawan tetap perusahaan. Analisis data menggunakan analisis regresi linear berganda dengan bantuan program SPSS. Hasil penelitian menunjukkan bahwa secara parsial, Beban Kerja berpengaruh positif dan signifikan terhadap Turnover Intention, dengan nilai signifikansi 0,000 < 0,05. Demikian pula, Insentif berpengaruh positif dan signifikan terhadap Turnover Intention, dengan nilai signifikansi 0,000 < 0,05. Secara simultan, kedua variabel ini juga berpengaruh signifikan terhadap Turnover Intention. Nilai R Square sebesar 0,734 menunjukkan bahwa 73,4% variasi perubahan Turnover Intention dapat dijelaskan oleh Beban Kerja dan Insentif, sedangkan sisanya 26,6% dipengaruhi oleh variabel lain di luar penelitian ini. Hasil penelitian ini mengindikasikan bahwa meningkatnya beban kerja dan pemberian insentif yang kurang memadai dapat mendorong meningkatnya keinginan karyawan untuk berpindah kerja. Oleh karena itu, perusahaan perlu menyeimbangkan beban kerja karyawan serta meningkatkan sistem insentif agar mampu menekan tingkat turnover intention. Kata Kunci: Beban Kerja, Insentif, Turnover Intention / Fajrianwar Erizal, The Influence of Workload and Incentives on Turnover Intention at PT. Alfa Dinamis Indo Teknik This study aims to determine the influence of Workload and Incentives on Employee Turnover Intention at PT. Alfa Dinamis Indo Teknik. The research method used is quantitative with a causal associative approach, and data were collected through questionnaires distributed to 34 respondents who are permanent employees of the company. Data were analyzed using multiple linear regression analysis with the assistance of SPSS. Significant effect on Turnover Intention, with a significance value of 0.000 < 0.05. Likewise, Incentives have a positive and significant effect on Turnover Intention, with a significance value of 0.000 < 0.05. Simultaneously, both variables also have a significant influence on Turnover Intention. The R Square value of 0.734 indicates that 73.4% of the variation in Turnover Intention can be explained by Workload and Incentives, while the remaining 26.6% is influenced by other factors outside this study. The findings suggest that increasing workload and inadequate incentives may lead to a higher level of turnover intention among employees. Therefore, the company needs to balance employee workloads and improve its incentive system to reduce the turnover rate. Keywords: Workload, Incentives, Turnover Intention

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