Pengaruh Job Insecurity Dan Job Stress Terhadap Turnover Intention Di Hotel Yuan Garden Pasar Baru

Vanny Sisca Amelia; Nidia Wulansari

doi:10.59581/jmpp-widyakarya.v2i1.2771

Authors

Vanny Sisca Amelia Universitas Negeri Padang
Nidia Wulansari Universitas Negeri Padang

DOI:

https://doi.org/10.59581/jmpp-widyakarya.v2i1.2771

Keywords:

job insecurity, job stress, turnover intention

Abstract

This research motivation is the researchers' observations regarding turnover intention at the Yuan Garden Hotel, Pasar Baru. Job insecurity and job stress are factors that influence turnover intention at the Yuan Garden Pasar Baru Hotel. The research purpose is to reveal and describe the job insecurity impact and job stress on turnover intention at the Yuan Garden Pasar Baru hotel. This type of research is quantitative descriptive with a sampling technique using purposive sampling and a sample size of 60 respondents based on a saturated sampling formula. The technique for data collection in this research uses a questionnaire with a Likert scale which has been tested for validity and reliability. The collection for is analyzed using multiple linear regression analysis with the support by SPSS (Statistics Product and Service Solution) calculation tool version 27.00. Based on the analysis results, conclusions shown on the t-test results, for the variable job insecurity (X1) with a level of significant is 0.001 < 0 .05, meaning there is a significant influence of job insecurity on turnover intention. Meanwhile, the t-test results for the job stress variable (X2) have a level of significance is 0.393 < 0.05, meaning that job stress has no significant effect on turnover intention. Based on the f-test with a level of significance is 0.000 < 0.05, this means that simultaneously job insecurity (X1) and job stress (X2) have a significant effect on turnover intention. The job insecurity (X1) and job stress (X2) variables influence the turnover intention (Y) variable by 37.6% while the remaining 62.4% is influenced by other variables.

References

Abdillah, Fuad. 2012. Hubungan Kohevitas Kelompok Dengan Intensi Turnover Pada Karyawan. Journal of Social and Industrial Psychology. 1(2),pp:52-58

Abidin, dkk. 2018. Pengaruh Job Insecurity, Kepuasan dan Motivasi Kerja Terhadap Turnover Intention Karyawan Kontrak. Vol 8, No.9, September 2018, Hal 1-18

Ardana, I komang, Ni Wayan Mujianti, I Wayan Mudiartha Utama, 2012. Manajemen Sumber Daya Manusia. Edisi Pertama Yogyakarta: Graha Ilmu

Dwiningtyas, 2015 “Pengaruh Kepuasan Kerja, Stres Kerja, Dan Lingkungan Kerja Terhadap Turnover Intention Pada Karyawan Cv. Aneka Ilmu Semarang” . Fakultas Ekonomi, Universitas Negeri Semarang. Jurnal (Belum Dipublikasikan).17:25. Novliadi, Ferry, 2009. Hubungan antara presepsi terhadap organisasi pembelajar dengan job insecurity pada karyawan. USU e-Repository.

Emberland, J.S., & T. Rundmo. 2010 Implications of Job insecurity Perceptions and job insecurity Responsesfor Psychological Well-being, Turnover Intentions and Reported Risk Behavior. Safety Science No.48 Page 452â€“459.

Hamali, Arif Yusuf. 2016. Pemahaman Manajemen Sumber Daya Manusia. Yogyakarta:CAPS (Center for Academic Publishing Service)

Jufri, A. dan Mellanie. (2019). Pengaruh Beban Kerja dan Stres Kerja Terhadap Turnover intention (Studi Kasus Karyawan Marketing PT. Jayamandiri Gemassejati Cabang Ciledug). Jurnal Manajemen dan akuntansi, XIV (2), 275-285.

Lait, J., & Wallace,J. E, (2002). Stress at work: a study of organizational - professional conflict and unmet expectations. Journal of industrial Relations, 57 (3), 463-490

Sartika, Dwi. 2014. Pengaruh Kepuasan Kerja dan Gaya Kepemimpinan Transformasional. Terhadap Keinginan Keluar Karyawan dengan Komitmen Orgaisasi Sebagai Variable Mediasi(Studi Kasus di CV. Putra Tama Jaya). Management Analysis Journal, 3(2),pp:1-11

Yunita, P. & Masdupi, E. (2014). Pengaruh kompensasi, Komitmen Organisasi dan Job Insecurity terhadap Intention to Turnover pada Dosen Sekolah Tinggi Ilmu Ekonomi Sakti Alam Kerinci (STIE SAK). Jurnal Riset Manajemen Bisnis dan Publik, 2(3), 1–11.