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The Influence of Non-Physical Work Environment, Work-Life Balance, and Work Discipline on Employee Turnover Intention: A Quantitative Study of Employees at PT Bhumi Phala Perkasa

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Human Resources (HR) play a pivotal role in the success and sustainability of a company amid the ever-evolving business dynamics. Effective HR management can positively impact employee turnover rates. One company experiencing a high rate of turnover intention is PT Bhumi Phala Perkasa. Based on the company’s turnover rate data, it was 13.01% in 2020, decreased to 10.98% in 2021, but increased to 13.51% in 2022. In 2023, with data obtained up to September 2023, the turnover rate was 12.77%. Given this phenomenon, this study aims to determine the influence of non-physical work environment, work-life balance, and work discipline on turnover intention. This research phenomenon was explored using a questionnaire method. Data collection was conducted by distributing questionnaires to several employees at the company. The analysis technique used is the SEM-PLS method. The analysis results show that the non-physical work environment, work-life balance, and work discipline have a significant negative impact on turnover intention. This means that the higher the influence of the non-physical work environment, work-life balance, and work discipline, the lower the level of employee turnover intention at PT. Bhumi Phala Perkasa. This research is expected to be useful for company management. The findings of this study can help PT Bhumi Phala Perkasa in efforts to suppress turnover intention through the non-physical work environment, work-life balance, and work discipline. In general, with the results of this research, the organization can understand and identify the needs and desires of employees, which can be used as a consideration and evaluation for the organization comprehensively in formulating human resource management policies in the organization in the future.

The Influence of Job Satisfaction and Employee Engagement on Turnover Intention at PT. Dayamitra Telekomunikasi, Tbk. (Study of Mitratel Employees)

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The rapid advancement of business in the seamless technology era has disrupted nearly every industry. Amidst this disruption, PT. Dayamitra Telekomunikasi (also known as/abbreviated as “Mitratel”) has encountered challenges, particularly an increasing rate of employee turnover. This turnover is thought to be driven by employee dissatisfaction with various internal and external company factors, along with low engagement levels.

Previous research suggests that poor job satisfaction often results in higher turnover intentions, whereas strong employee engagement can help reduce turnover. This study explores the relationship between job satisfaction, employee engagement, and turnover intention at PT Dayamitra Telekomunikasi.

The study employed a questionnaire based on an ordinal Likert scale, with data analyzed using the Partial Least Square (PLS) model, which doesn’t require a normal distribution and uses bootstrap techniques to examine correlations between latent variables.

The results show that job satisfaction significantly impacts turnover intention, with 76.1% of job satisfaction indicators negatively influencing turnover intentions. However, employee engagement has minimal influence, with only 3.2% of engagement indicators affecting turnover intention. Therefore, while higher job satisfaction reduces turnover, employee engagement does not substantially affect turnover intentions.

In summary, the study confirms that job satisfaction is crucial in lowering turnover intention, consistent with previous research, while employee engagement has a negligible effect on turnover rates.

The Impact of Job Insecurity and Job Stress on Turnover Intention by Digital Transformation as a Moderating Variable at PT. ABC Airport, Yogyakarta Branch Office

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This study does get the objective to explore the impact of job insecurity and job stress on turnover intention, by digital transformation serving as a moderating variable at PT. ABC Airport Yogyakarta Branch Office. A quantitative descriptive study design was employed, targeting 69 outsourced workers from the Yogyakarta branch. The sampling method utilized was a saturated sampling technique. Information collection was figured out by means of a survey, utilizing a questionnaire as the study instrument. information analysis was had utilizing the Structural Equation Model (SEM) approach by Partial Least Square (PLS). The findings reveal that job insecurity goodly and noteworthily impacts turnover intention. Similarly, job stress also indicates a good and noteworthy impact on turnover intention. Additionally, digital transformation noteworthily moderates the unfavorable connection among job insecurity and turnover intention, as well as the good connection among job stress and turnover intention.

Analysis of Turnover Intention in terms of Job Satisfaction, Job Stress, and Social Work Environment PT XYZ

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This study aims to examine the contributions of job satisfaction, work stress, and social work environment towards employee turnover intentions at PT XYZ in Justus Area. The research method employed is quantitative, utilizing    questionnaires for data collection. This research is of the descriptive analysis type, depicting the existing characteristic phenomena. The sampling technique used is a saturated sample, meaning the entire population was sampled, totaling 62 employees    of PT XYZ in Justus Area. Multiple linear regression analysis was utilized. The findings indicate that job satisfaction has a positive and significant partial contribution towards turnover intentions, work stress has a positive and significant partial contribution towards turnover intentions, and the social work environment has a negative and significant partial contribution towards turnover intentions. Collectively, job satisfaction, work stress, and the social work environment significantly contribute to the turnover intentions of employees at PT XYZ.

The Influence of Work-Family Conflict and Job Satisfaction on Turnover Intention with Organizational Commitment as a Mediation Variable in Bebek Tepi Sawah Employees Restaurant Ubud

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This research aims to determine the influence of work-family conflict and job satisfaction on turnover intention with organizational commitment as a mediating variable in Bebek Tepi Sawah Restaurant Ubud employees. The sample in this study included all employees of Bebek Tepi Sawah Restaurant Ubud. The number of samples in this study was 62 people. Testing the research hypothesis uses the Partial Least Square (PLS) application. The results of this research show that: (1) Work family conflict has a positive and significant effect on turnover intention. (2) Job satisfaction has a positive and significant effect on turnover intention. (3) Work family conflict has a positive and insignificant effect on organizational commitment. (4) Job satisfaction has a negative and significant effect on organizational commitment. (5) Organizational commitment has a negative and significant effect on turnover intention. (6) Organizational commitment does not mediate the relationship between work family conflict and turnover intention. (7) Organizational commitment partially mediates the relationship between job satisfaction and turnover intention.

The Effect of Work Stress and Work Values on Turnover Intention of Generation Z Employees in Call Center Company (Case Study of PT ABC in Java, Indonesia)

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A various of previous research have found that different generation has a positive and negative traits. Generation Z is a generation that born between 1995 and 2012. Generation Z have distinct qualities including the need for convenience, are watchful and worried about their emotional, physical, and financial safety, and also have a realistic view of the importance of their profession. There has been found a high turnover rate of the Generation Z. Employees in a call center interact with customers over the phone or through other technological devices. Because of the constant interaction with angry customers seeking information, support, and help, working at a call center can be difficult. This exposes the customer service representative to a range of stressful circumstances and negative feelings. The employees experience work related stress and are emotionally exhausted, and tend to express themselves by increasing their intention to leave the company. The main issues in many call centers include a high employee turnover rate, which is believed to be as high as 40% annually also it is believed that many contact centers face is a high employee turnover rate that is higher than any other industries.

PT ABC is a focused company specializes in outsourcing business process management with a call center business which is part of BPO or Business Process Outsourcing. The business emphasis is one of the PT ABC has held for a very long time. Based on the interview with HR Support of the PT ABC in Bandung, the TAM division is the division that consider with the most and the highest employee turnover rate compared to other divisions and the majority are the young employees, every month turnover is found in the division, one of the reason stated by the HR Officer is that the factor of the turnover probably due to the workload. This research was made using a quantitative method and random sampling that have been conducted in April 2023 in PT ABC in Java, Indonesia. Based on the previous research this research assumes that work stress and work values affecting turnover intention of the Generation Z, this research conducted to prove that the assumption above is right. Data collected in this research was using interview and the measurement scales used are work stress and turnover intention scale adapted by Agustina (2022) and work values scale by Sulistiobudi & Hutabarat (2022), which have been tested using validity and reliability. This research is analyzed using multiple linear regression using SPSS 25 to determine the effect of the variables. Based on the results of the data processing, there is social dimension of work value, leadership attitude and organizational structure of work stress dimensions that impacted to Generation Z employees in PT ABC. This research contributes to understand the Generation Z characteristic in the work environment. It also contributes and helps how company handle the employees especially the Generation Z. Author recommends that next researcher that using other variables in the company to broaden and deepen the researchs of Generation z in the call center.