Analisis Pengaruh Stres Kerja, Kompensasi, dan Lingkungan Kerja terhadap Turnover Intention (Studi Kasus pada PT. Sukses Ekspor Indonesia)
DOI:
https://doi.org/10.35870/emt.v10i3.6507Keywords:
Job Stress, Compensation, Work Environment, Turnover IntentionAbstract
This study aims to analyze the effect of job stress, compensation, and work environment on turnover intention among employees of PT. Sukses Ekspor Indonesia. The study employs a quantitative approach using a causal method. Data were collected through the distribution of questionnaires to all employees of PT. Sukses Ekspor Indonesia, totaling 37 respondents, using a saturated sampling technique. The data were analyzed using multiple linear regression with SPSS 27 as the analytical tool. The results indicate that job stress has a positive and significant effect on turnover intention, meaning that the higher the level of job stress experienced by employees, the greater their tendency to leave the company. Compensation has a negative and significant effect on turnover intention, indicating that fair and adequate compensation can reduce employees’ intention to leave the company. In addition, the work environment also has a negative and significant effect on turnover intention. Based on these findings, companies are expected to manage job stress more effectively, improve compensation systems, and create a more conducive work environment to reduce employees’ turnover intention.
Downloads
References
Aditya, O. M., Muslih, B., & Meilina, R. (2021). Analisis dampak stres kerja, beban kerja dan lingkungan kerja terhadap turnover intention pada PT Artaboga Cemerlang Depo Kediri. Jurnal Penelitian Manajemen Terapan (PENATARAN), 6(1), 39-54.
Asosiasi Perusahaan Indonesia. (2023). Laporan tahunan 2023 tentang tingkat turnover karyawan di Indonesia. Jakarta: Asosiasi Perusahaan Indonesia.
Badan Pusat Statistik. (2023). Statistik tingkat turnover berdasarkan sektor jasa dan manufaktur tahun 2023. Jakarta: BPS.
Dessler, G. (2020). Human resource management (16th ed.). Pearson.
Dewi, F., & Sari, R. (2022). Pengaruh lingkungan kerja terhadap kinerja karyawan pada perusahaan swasta di Jakarta. Jurnal Manajemen dan Bisnis, 10(2), 123-134.
Efitriana, I., & Liana, L. (2022). Pengaruh kompensasi, lingkungan kerja, dan gaya kepemimpinan terhadap turnover intention (studi pada Yamaha Mataram Sakti Semarang). SEIKO: Journal of Management & Business, 5(2), 182-188.
Elmi, F. (2018). Telisik manajemen sumber daya manusia: Edisi 1. Mitra Wacana Media.
Ferdinand, A. (2017). Metode penelitian manajemen: Pedoman penelitian untuk penulisan skripsi, tesis, dan disertasi ilmu manajemen. Semarang: Badan Penerbit Universitas Diponegoro.
Ghozali, I. (2018). Aplikasi analisis multivariate dengan program IBM SPSS 25. Semarang: Badan Penerbit Universitas Diponegoro.
Gibson, J. L., Ivancevich, J. M., Donnelly, J. H., & Konopaske, R. (2018). Organizations: Behavior, structure, processes (15th ed.). McGraw-Hill Education.
Griffeth, R. W., & Hom, P. W. (2019). Employee retention and turnover: Why employees stay or leave. Routledge.
Hardani, A., Suryani, N., Azzahro, F., Utami, D. F., Farida, L., & Fardani, R. A. (2020). Metode penelitian kualitatif dan kuantitatif. Yogyakarta: Pustaka Ilmu.
Hartatik, I. P. (2014). Buku praktis mengembangkan SDM. Yogyakarta: Laksana.
Kasmir. (2018). Manajemen sumber daya manusia (teori dan praktik). Depok: PT Rajagrafindo Persada.
Priyatno, D. (2021). Belajar olah data statistik dengan SPSS. Yogyakarta: Gava Media.
Robbins, S. P., & Judge, T. A. (2018). Essentials of organizational behavior (14th ed.). Pearson.
Robbins, S. P., & Judge, T. A. (2021). Organizational behavior (18th ed.). Pearson.
Sedarmayanti. (2019). Manajemen sumber daya manusia: Reformasi birokrasi dan manajemen pegawai negeri sipil. PT Refika Aditama.
Sugiyono. (2022). Metode penelitian kuantitatif, kualitatif, dan R&D. Bandung: Alfabeta.
Sujarweni, V. W. (2020). SPSS untuk penelitian: Proses analisis data, interpretasi hasil dan pemecahan masalah. Yogyakarta: Pustaka Baru Press.
Ulrich, D. (2016). Human resource champions: The next agenda for adding value and delivering results. Harvard Business Review Press.
Wibowo, D. S., Ruspitasari, W. D. R., & Handoko, Y. (2023). Pengaruh kepuasan kerja, stres kerja, dan lingkungan kerja terhadap turnover intention pada karyawan operator PT. Berkat Citra Lestari, Samarinda. Bursa: Jurnal Ekonomi dan Bisnis, 2(1), 101–113. https://doi.org/10.59086/jeb.v2i1.237.
Work Institute. (2023). 2023 retention report: Trends in employee turnover and retention. Work Institute. Diakses dari
Wulandari, D., Meutia, K. I., & Dewi, N. K. (2024). Pengaruh beban kerja, stres kerja, dan lingkungan kerja terhadap tingkat turnover intention pada PT. Sepulsa Teknologi Indonesia. Manajemen Kreatif Jurnal, 2(3), 276-292.
Yazidthalib, N., Ridwanuloh, D., & Hidayah, H. (2021). Pengaruh kepuasan kerja, stres kerja, dan lingkungan kerja terhadap turnover intention di IFRS Dewi Sri Karawang. Cerdika: Jurnal Ilmiah Indonesia, 1(6), 696–706. https://doi.org/10.59141/cerdika.v1i6.103.
Yunitasari, D., Nuraini, A., & Pangkey, D. Y. (2023). Pengaruh stres kerja dan lingkungan kerja terhadap turnover intention dengan komitmen organisasional sebagai variabel mediasi di Rumah Sakit Islam DR. Subki Abdul Kadir Bekasi. Jurnal Manajemen dan Administrasi Rumah Sakit Indonesia (MARSI), 7(3), 265-277.
Downloads
Published
Issue
Section
License
Copyright (c) 2026 Muhammad Faris Musyaffa, Mochammad Mansur
This work is licensed under a Creative Commons Attribution 4.0 International License.
Authors who publish with this journal agree to the following terms:
1. Copyright Retention and Open Access License
Authors retain copyright of their work and grant the journal non-exclusive right of first publication under the Creative Commons Attribution 4.0 International License (CC BY 4.0).
This license allows unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited.
2. Rights Granted Under CC BY 4.0
Under this license, readers are free to:
- Share — copy and redistribute the material in any medium or format
- Adapt — remix, transform, and build upon the material for any purpose, including commercial use
- No additional restrictions — the licensor cannot revoke these freedoms as long as license terms are followed
3. Attribution Requirements
All uses must include:
- Proper citation of the original work
- Link to the Creative Commons license
- Indication if changes were made to the original work
- No suggestion that the licensor endorses the user or their use
4. Additional Distribution Rights
Authors may:
- Deposit the published version in institutional repositories
- Share through academic social networks
- Include in books, monographs, or other publications
- Post on personal or institutional websites
Requirement: All additional distributions must maintain the CC BY 4.0 license and proper attribution.
5. Self-Archiving and Pre-Print Sharing
Authors are encouraged to:
- Share pre-prints and post-prints online
- Deposit in subject-specific repositories (e.g., arXiv, bioRxiv)
- Engage in scholarly communication throughout the publication process
6. Open Access Commitment
This journal provides immediate open access to all content, supporting the global exchange of knowledge without financial, legal, or technical barriers.
