Abstract :

Employee turnover is a rising issue in Indonesia’s information and communication sector. PT XYZ reported a turnover rate of 17.2% in 2024. This study investigates the influence of job satisfaction and employee experience on turnover intention among PT XYZ’s permanent employees. Grounded in Job Characteristics Model (Hackman & Oldham, 1976), Organizational Commitment Theory (Allen & Meyer, 2000), and Turnover Process Theory (Mobley, 1977), this research uses a quantitative method involving 45 respondents. Descriptive statistics show both job satisfaction (mean = 3.24) and employee experience (mean = 2.53) at “Fair” levels. Turnover intention also scored “Fair” (mean = 2.14), signaling moderate retention risks. Pearson correlation shows significant negative relationships between job satisfaction (r = -0.482), employee experience (r = -0.404), and turnover intention. Multiple linear regression reveals job satisfaction as a marginally significant predictor of turnover intention (B = -0.480, p = 0.059), while employee experience has no significant effect.The study proposes data-driven solutions including improvements in compensation, career growth, recognition, and conflict resolution. Findings offer practical insight into PT XYZ and support future research on turnover dynamics.

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Keywords :

Employee Experience, HR strategy, Job Satisfaction, Retention, Turnover Intention

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