Vol. 5, No. 7, July 2024
E-ISSN: 2723-6692
P-ISSN: 2723-6595
http://jiss.publikasiindonesia.id/
Jurnal Indonesia Sosial Sains, Vol. 5, No. 7, July 2024 1657
KEYWORDS
ABSTRACT
Compensation; Work
Environment; Career
Development; Turnover
Intention
This research aims to analyze the effect of compensation, work
environment, and career development on turnover intention among
employees in the Final Assembly Department at PT XYZ. Involving
87 respondents who are employees of the department, this research
employs a saturated sampling method for sample selection. Data
collection is conducted through the distribution of questionnaires
using Google Form. Analysis is performed using Multiple Linear
Regression Analysis, with t and f statistical tests to test hypotheses.
The results indicate that compensation, work environment, and
career development partially have a significant negative effect on
employees' intention to leave their jobs. Additionally,
simultaneously, these three factors also have a significant impact on
turnover intention. This study provides a deeper understanding of
the factors affecting turnover intention among employees in the
Final Assembly Department PT XYZ, and it offers important
implications for human resource management in efforts to retain
competent and quality employees.
Attribution-ShareAlike 4.0 International (CC BY-SA 4.0)
1. Introduction
PT XZY is one of the companies engaged in manufacturing and MRO (Maintenance, Repair, and
Overhaul) aircraft services. In running its business, major challenges arise from the dynamics of the
global industry and the impact of the COVID-19 pandemic. The presence of the Boeing and Airbus
duopoly also puts additional pressure on PT XYZ to adapt and maintain the sustainability of its
operations.
In addition to competing in the quality of the products produced, the sustainability of Human
Resources (HR) plays an important role in the competition in this industry. Having good HR
sustainability will ensure that the company can retain knowledge and skills and have a reliable
workforce to face future business challenges.
The Effect of Compensation, Work Environment, and Career
Development on Employee Turnover Intention of PT XYZ Final
Assembly Department
Andrie Widya Atmoko, Anton Budi Santoso
Universitas Widyatama, Bandung, Indonesia
Email: andrie.widya@widyatama.ac.id, anton.budi@widyatama.ac.id
Correspondence: andrie.widya@widyatama.ac.id
*
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Jurnal Indonesia Sosial Sains, Vol. 5, No. 7, July 2024 1658
One of the things in human resource management that needs to be considered is turnover
intention. Turnover Intention, according to (Mobley, 2011), is the tendency or intention of an
employee to voluntarily quit his or her job or move from one workplace to another of his or her own
choice. A high level of Turnover Intention has a negative impact on the organisation. It is related to the
stability of labour conditions, which will ultimately increase the cost of employee needs such as
training and recruitment (Kaur et al., 2013). The three indicators that can be used to be able to
measure turnover intention according to (Mobley, 2011), namely thinking of quitting, intention to
search for alternatives, and intention to quit.
.
Figure 1 Turnover Rate
in turnover
of
(in Hartono & Setiawan, 2013)
turnover rate rate
the turnover rate
turnover intention turnover
rate
(Putri &
Islamuddin, 2022)(Madison & Hawari, 2023)
employee turnover intention
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Jurnal Indonesia Sosial Sains, Vol. 5, No. 7, July 2024 1659
turnover intention
turnover intention
turnover intention, (Putra & Utama, 2017)
employee turnover intention
(Dewi & Herianti, 2023)
intention
employee
(Putri &
Islamuddin, 2022)(Nursanti & Marpaung, 2024)
Table 1 Pre-Survey Questionnaire Data
Variable
Question
Yes
No
Total
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Jurnal Indonesia Sosial Sains, Vol. 5, No. 7, July 2024 1660
Turnover
Intention
Source: Prepared by the author
turnovergap
"The effect of Compensation, Work Environment, and Career Development on Employee
Turnover Intention of PT XYZ Final Assembly Department".
2. Materials and Methods
This research was conducted in the Final Assembly Department of PT XYZ with a population of
87 employees with a saturated sampling method. The method used in this study is a quantitative
descriptive method. Based on the set objectives, this research is included in the category of verifiable
research. From the perspective of this type of investigation, this research can be categorized as causal
research.
The researcher in this case used data collection techniques through interviews with the
Manager of the Final Assembly Department of PT XYZ, requests for employee turnover data from
HRBP, and the distribution of questionnaires to all 87 employees of the Final Assembly Department
of PT XYZ, then analyzed by multiple linear regression analysis using SPSS version 21.
3. Result and Discussion
Descriptive
Table 2 Respondents' Response to the Compensation Variable
Indicator
Item
Answer
Weight
Total
Score
Rata-
rata
KATEGORI
STS
TS
KS
S
SS
1
2
3
4
5
Wages and
Salaries
X1.1
9
20
28
30
0
9
40
84
120
0
253
58.16%
NOT GOOD
X1.2
5
10
33
39
0
5
20
99
156
0
280
64.37%
NOT GOOD
X1.3
17
24
29
17
0
17
48
87
68
0
220
50.57%
BAD
X1.4
27
32
20
8
0
27
64
60
32
0
183
42.07%
BAD
Incentive
X1.5
24
30
17
13
3
24
60
51
52
15
202
46.44%
BAD
X1.6
19
33
18
14
3
19
66
54
56
15
210
48.28%
BAD
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Allowances
X1.7
3
7
15
58
4
3
14
45
232
20
314
72.18%
GOOD
X1.8
13
19
29
25
1
13
38
87
100
5
243
55.86%
NOT GOOD
Facilities
X1.9
1
2
4
69
11
1
4
12
276
55
348
80.00%
GOOD
X1.10
8
18
25
35
1
8
36
75
140
5
264
60.69%
NOT GOOD
TOTAL SCORE
2517
MAXIMUM SCORE (5*87 Total respondents*10 Number of Items)
4350
CRITERION
PRESENTASE INSTALLMENT-INSTALLMENT
57.86%
NOT GOOD
Source: Prepared by the author
Based on Table 2, the item with the highest average is X1.9 (The company provides health
insurance facilities for all employees) with an average of 80.00% making it the "Good" category. Then
the lowest is X1.4 (Employee wages such as overtime pay, official travel money, etc. from the company
have been well implemented) with an average of 42.07%, making it the "Bad" category. A poor
assessment of the provision of additional wages can be an indication of problems in payroll policies
or their implementation.
Figure 2 Continuum Line of Compensation
Overall, the compensation received by the Employees of the Final Assembly Department of PT
XYZ is still categorized as "Not Good", with an average final percentage of 57.86%.
Table 3 Respondents' Responses to Work Environment Variables
Indicator
Item
Answer
Weight
Total
Score
Average
CATEGORY
STS
TS
KS
S
SS
1
2
3
4
5
Lighting
X2.1
6
24
31
26
0
6
48
93
104
0
251
57.70%
NOT GOOD
X2.2
3
21
25
35
3
3
42
75
140
15
275
63.22%
NOT GOOD
Noise
X2.3
10
28
28
20
1
10
56
84
80
5
235
54.02%
NOT GOOD
Air
Circulation
X2.4
1
7
20
54
5
1
14
60
216
25
316
72.64%
GOOD
Space Color
Scheme
X2.5
2
5
14
64
2
2
10
42
256
10
320
73.56%
GOOD
Bad Smell
X2.6
2
14
31
38
2
2
28
93
152
10
285
65.52%
NOT GOOD
Spatial
Arrangement
X2.7
3
11
31
41
1
3
22
93
164
5
287
65.98%
NOT GOOD
Room
Temperature
X2.8
0
10
20
57
0
0
20
60
228
0
308
70.80%
GOOD
Safety at
Work
X2.9
9
12
31
33
2
9
24
93
132
10
268
61.61%
NOT GOOD
X2.10
6
10
40
31
0
6
20
120
124
0
270
62.07%
NOT GOOD
X2.11
4
4
34
44
1
4
8
102
176
5
295
67.82%
NOT GOOD
X2.12
3
8
27
47
2
3
16
81
188
10
298
68.51%
GOOD
X2.13
1
4
24
58
0
1
8
72
232
0
313
71.95%
GOOD
X2.14
3
4
35
45
0
3
8
105
180
0
296
68.05%
GOOD
Relationship
with Boss
X2.15
2
5
22
57
1
2
10
66
228
5
311
71.49%
GOOD
X2.16
7
9
37
32
2
7
18
111
128
10
274
62.99%
NOT GOOD
X2.17
6
8
32
41
0
6
16
96
164
0
282
64.83%
NOT GOOD
X2.18
3
6
38
39
1
3
12
114
156
5
290
66.67%
NOT GOOD
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X2.19
6
5
38
37
1
6
10
114
148
5
283
65.06%
NOT GOOD
X2.20
2
7
31
47
0
2
14
93
188
0
297
68.28%
GOOD
Relationship
with
Coworkers
X2.21
0
2
12
71
2
0
4
36
284
10
334
76.78%
GOOD
X2.22
4
6
33
43
1
4
12
99
172
5
292
67.13%
NOT GOOD
X2.23
4
3
23
55
2
4
6
69
220
10
309
71.03%
GOOD
X2.24
0
2
11
70
4
0
4
33
280
20
337
77.47%
GOOD
TOTAL SCORE
7026
MAXIMUM SCORE (5*87 Total respondents*24 Million Items)
10440
KRITERIA
FINAL AVERAGE PERCENTAGE
67.30%
NOT GOOD
Source : Prepared by the Author
Based on Table 3, the item with the highest average is X2.24 (The majority of colleagues
assigned to me can work well together) with an average of 77.47% making it in the "Good" category,
this shows that the teamwork aspect can go well. Then the lowest is X2.3 (My work area is away from
noise) with an average of 54.02%, making it the "Bad" category. This is inevitable due to the noise
from various aircraft operations.
Figure 3 Continuum Line of Work Environment
Overall, the working environment conditions in the Final Assembly Department of PT XYZ are
still categorized as "Not Good", with an average final percentage of 67.30%.
Tabel 4 Respondent's Response to Career Development Variables
Indicator
Item
Answer
Weight
Total
Score
Average
CATEGORY
STS
TS
KS
S
SS
1
2
3
4
5
Organizational
Policies
X3.1
25
28
29
5
0
25
56
87
20
0
188
43.22%
BAD
X3.2
21
29
27
10
0
21
58
81
40
0
200
45.98%
BAD
X3.3
23
18
29
17
0
23
36
87
68
0
214
49.20%
BAD
X3.4
20
22
37
8
0
20
44
111
32
0
207
47.59%
BAD
Job
Performance
X3.5
15
24
26
22
0
15
48
78
88
0
229
52.64%
NOT GOOD
X3.6
17
25
27
18
0
17
50
81
72
0
220
50.57%
BAD
Education
X3.7
7
6
8
63
3
7
12
24
252
15
310
71.26%
GOOD
X3.8
14
15
26
31
1
14
30
78
124
5
251
57.70%
NOT GOOD
Training
X3.9
11
8
15
50
3
11
16
45
200
15
287
65.98%
NOT GOOD
X3.10
15
13
30
28
1
15
26
90
112
5
248
57.01%
NOT GOOD
Work
Experience
X3.11
14
18
30
24
1
14
36
90
96
5
241
55.40%
NOT GOOD
Loyalty to the
organization
X3.12
12
17
30
27
1
12
34
90
108
5
249
57.24%
NOT GOOD
Sociability and
Human
relationships
X3.13
7
6
24
48
2
7
12
72
192
10
293
67.36%
NOT GOOD
X3.14
10
4
35
38
0
10
8
105
152
0
275
63.22%
NOT GOOD
TOTAL SCORE
3412
MAXIMUM SCORE (5*87 Total respondents*14 Million Items)
6090
CRITERION
PRESENTASE INSTALLMENT-INSTALLMENT
56.03%
NOT GOOD
Source : Prepared by the Author
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Based on Table 4, the item with the highest average is X3.7 (Current job placement according
to my educational background) with an average of 71.26%, making it the category of "Good", the
company can maintain in the job placement of employees who are in accordance with the education
so as to improve the effectiveness of its production. Then the lowest is X3.1 (The company provides
a clear career plan to each employee) with an average of 43.22% making it the "Bad" category. This
can happen due to the company's lack of communication and transparency regarding available career
opportunities, lack of skill development, or lack of guarantees regarding future career advancement.
Figure 4 Continuum Line of Career Development
Overall, the condition of career development in the Final Assembly Department of PT XYZ was
rated "Not Good", with an average final percentage of 56.03%.
Table 5 Respondent's Response to the Turnover Intention Variable,
Indicator
Item
Answer
Weight
Total
Score
Average
KAT
STS
TS
KS
S
SS
1
2
3
4
5
Thingking of
quitting
Y1
3
7
20
45
12
3
14
60
180
60
317
72.87%
HIGH
Y2
0
22
12
35
18
0
44
36
140
90
310
71.26%
HIGH
Intention to
search lain
Y3
3
17
18
33
16
3
34
54
132
80
303
69.66%
HIGH
Y4
3
23
14
36
11
3
46
42
144
55
290
66.67%
QUITE
HIGH
Y5
4
25
16
30
12
4
50
48
120
60
282
64.83%
QUITE
HIGH
Intention to
quit
Y6
0
18
17
38
14
0
36
51
152
70
309
71.03%
HIGH
TOTAL SCORE
1811
MAXIMUM SCORE (5*87 Total respondents*6 Million Items)
2610
CRITERION
PRESENTASE INSTALLMENT-INSTALLMENT
69.39%
HIGH
Source: Prepared by the Author
Figure 5 Continuum Line of Turnover Intention
Overall, the condition of Turnover Intention in the Final Assembly Department of PT XYZ is rated
"High", with an average final percentage of 69.39%. This shows that companies need to take the right
steps to address dissatisfaction and retain employees from leaving the company.
Validity & Reliability Test
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According to Soegiyono (2019), the data is declared valid if the significance < 0.05 or has an
R-value> R table. The R table for 87 respondents in this study is 0.213. (Sekaran & Bougie, 2017), The
value is said to be reliable if (Cronbach's Alpha > 0.60).
Tabel 6 Validity & Reliability Test Results
Variable
Item
R-
valu
e
R
tabl
e
Descriptio
n
Variable
Item
R-
valu
e
R
tabl
e
Descriptio
n
Compensatio
n (X1)
X1.1
0.59
0.21
3
Valid
Work
Environmen
t (x2)
X2.1
0.65
0.21
3
Valid
X1.2
0.433
0.21
3
Valid
X2.2
0.562
0.21
3
Valid
X1.3
0.753
0.21
3
Valid
X2.3
0.425
0.21
3
Valid
X1.4
0.752
0.21
3
Valid
X2.4
0.465
0.21
3
Valid
X1.5
0.704
0.21
3
Valid
X2.5
0.291
0.21
3
Valid
X1.6
0.734
0.21
3
Valid
X2.6
0.589
0.21
3
Valid
X1.7
0.353
0.21
3
Valid
X2.7
0.684
0.21
3
Valid
X1.8
0.718
0.21
3
Valid
X2.8
0.59
0.21
3
Valid
X1.9
0.449
0.21
3
Valid
X2.9
0.708
0.21
3
Valid
X1.1
0
0.604
0.21
3
Valid
X2.1
0
0.775
0.21
3
Valid
Career
Development
(X3)
X3.1
0.85
0.21
3
Valid
X2.1
1
0.637
0.21
3
Valid
X3.2
0.857
0.21
3
Valid
X2.1
2
0.593
0.21
3
Valid
X3.3
0.77
0.21
3
Valid
X2.1
3
0.597
0.21
3
Valid
X3.4
0.824
0.21
3
Valid
X2.1
4
0.725
0.21
3
Valid
X3.5
0.771
0.21
3
Valid
X2.1
5
0.551
0.21
3
Valid
X3.6
0.874
0.21
3
Valid
X2.1
6
0.506
0.21
3
Valid
X3.7
0.541
0.21
3
Valid
X2.1
7
0.688
0.21
3
Valid
X3.8
0.764
0.21
3
Valid
X2.1
8
0.514
0.21
3
Valid
X3.9
0.675
0.21
3
Valid
X2.1
9
0.584
0.21
3
Valid
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X3.1
0
0.827
0.21
3
Valid
X2.2
0
0.608
0.21
3
Valid
X3.1
1
0.861
0.21
3
Valid
X2.2
1
0.267
0.21
3
Valid
X3.1
2
0.792
0.21
3
Valid
X2.2
2
0.568
0.21
3
Valid
X3.1
3
0.74
0.21
3
Valid
X2.2
3
0.596
0.21
3
Valid
X3.1
4
0.783
0.21
3
Valid
X2.2
4
0.411
0.21
3
Valid
Variable
Item
R value
R table
Deskripsi
Turnover Intention (Y)
Y1
0.604
0.213
Valid
Y2
0.838
0.213
Valid
Y3
0.921
0.213
Valid
Y4
0.899
0.213
Valid
Y5
0.881
0.213
Valid
Y6
0.882
0.213
Valid
Variable
N of items
Cronbach’s
Alpha
Criteria
Information
X1 Compensation
10
0.816
0.60
Reliable
X2 Work Environment
24
0.909
0.60
Reliable
X3 Career Development
14
0.951
0.60
Reliable
Y Turnover Intention
6
0.915
0.60
Reliable
Source: Prepared by the Author
Based on table 6, all statement items of each variable of compensation, work
environment, career development, and turnover intention show valid values (R calculation >
R table), and all variables show reliable values (Cronbach's Alpha > 0.60).
Normality Test
Table 7 Kolmogorov-Smirnov Normality Test Results
Unstandardized Residual
N
87
Kolmogorov-Smirnov Z
0.755
Asymp.Sig.(2-tailed)
0.619
Source: Prepared by the Author
(Ghozali, 2021) Asymp. Sig. (2-tailed) of 0.619 where the value is greater than the significance level
of 0.05 (0.619 > 0.05). So, it can be interpreted that the normality test in this study is normally
distributed.
Multicollinearity Test
The multicollinearity test was carried out to determine whether a regression model
found a correlation between independent variables (Ghozali, 2021). Condition:
• If the Tolerance value
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• If the Variance Inflation Factor (VIF)
multicollinearity,
Here are the results obtained:
Table 8 Multicollinearity Test Results,
Variable
Tolerance
VIF
COMPENSATION
0.379
2.641
WORK ENVIRONMENT
0.505
1.982
CAREER DEVELOPMENT
0.394
2.541
Source: Prepared by the Author
Based on table 8, it can be concluded that the regression model in this study does not
contain multicollinearity because the tolerance value of the three independent variables >
0.10, and the VIF value < 10.0
Heteroscedasticity Test
This heteroscedasticity test is used to determine whether there is a difference in
variance between the regression model and the residual data (Ghozali, 2021). In this test, the
"Gglejser Test" is used which will then be assessed if the value of Sig. > 0.05 then the
regression does not contain heteroscedasticity. Here are the results:
Table 9 Heteroscedasticity Test Results
Coefficients
a
Model
Unstandardised Coefficients
Standardised
Coefficients
t
Sig.
B
Std. Error
Beta
1
(Constant)
.662
1.156
.572
.569
COMPENSATION
.031
.051
.107
.614
.541
WORK ENVIRONMENT
.034
.021
.253
1.681
.097
CAREER DEVELOPMENT
-.041
.028
-.254
-1.492
.140
a. Dependent Variable: ABS_RES
Source: Prepared by the Author
Based on Table 9, it is concluded that there was no heteroscedasticity in this study due to the
value of sig. The three independent variables > 0.05.
Multiple Linear Regression Analysis
Table 10 Coefficients
Coefficients
a
Model
Unstandardised
Coefficients
Standardized
Coefficients
t
Sig.
Collinearity
Statistics
B
Std. Error
Beta
Tolerance
VIF
1
36.300
2.262
16.049
.000
COMPENSATION
-.280
.100
-.332
-2.810
.006
.379
2.641
WORK ENVIRONMENT
-.091
.040
-.231
-2.257
.027
.505
1.982
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Jurnal Indonesia Sosial Sains, Vol. 5, No. 7, July 2024 1667
CAREER
DEVELOPMENT
-.129
.054
-.275
-2.373
.020
.394
2.541
a. Dependent Variable: TURNOVER INTENTION
Source: Prepared by the author
Based on table 10 coefficients, the multiple linear regression equation is as follows:
Y = 36.300 + (-0.280) X1 + (-0.091)X2 + (-0.129)X3
Y = 36.300 - 0.280X1 - 0.091X2 - 0.129X3
The constant value (a) of 36.300, being positive, indicates that if the dependent variable
Turnover Intention (Y) equals 36.300, then the independent variables Compensation (X1), Work
Environment (X2), and Career Development (X3) are considered constant or unchanged.
Alternatively, if Compensation, Work Environment, and Career Development are all zero (0), then
Turnover Intention would be 36.300 in value.
For the Compensation variable (X1), which has a regression coefficient of -0.280, this means
that if Compensation (X1) decreases by one unit in value, Turnover Intention (Y) will increase by
0.280 units in value, assuming the other independent variables Work Environment (X2) and Career
Development (X3) remain constant or unchanged. This indicates that Compensation negatively
affects employees' Turnover Intention in the Final Assembly Department of PT XYZ.
Regarding the Work Environment variable (X2), which has a regression coefficient of -0.091, a
decrease of one unit in the value of Work Environment (X2) results in an increase of 0.091 units in
the value of Turnover Intention (Y), assuming Compensation (X1) and Career Development (X3) are
constant or unchanged. This suggests that the Work Environment negatively affects employees'
Turnover Intention in the Final Assembly Department of PT XYZ.
For the Career Development variable (X3), which has a regression coefficient of -0.129, if
Career Development (X3) decreases by one unit in value, Turnover Intention (Y) will increase by
0.129 units in value, assuming Compensation (X1) and Work Environment (X2) are constant or
unchanged. This indicates that Career Development negatively affects employees' Turnover
Intention in the Final Assembly Department of PT XYZ.
T Test
In this test, a one-tailed (left-sided) test was used to prove the hypothesis that the three
independent variables partially negatively affect the dependent variable. Therefore, it can be
concluded that the t-table value obtained for K = 3 and df = [𝑛 − 𝑘 − 1] = is (-1.6634).
Figure 6 One-tailed (left-sided) t-test
According to Sugiyono (2021), in one-tailed left-sided testing :
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- H0 is rejected, and H1 is accepted if the computed t-value is less than the negative t-table; or
significance level < 0.05
- H0 is accepted, and H1 is rejected if the computed t-value is greater than the negative t-table;
or significance level > 0.05
Here is the output of the t-test:
1) The compensation variable has a computed t-value of (-2.810) which is less than the critical
t-table (-1.6634), and the significance value is less than 0.05 (0.006 < 0.05). Therefore, is
rejected, and is accepted. "Compensation partially has a significant negative effect on
employee turnover intention of PT XYZ Final Assembly Department".
2) The work environment variable has a computed t-value of (-2.257) which is less than the
critical t-table (-1.6634), and the significance value is less than 0.05 (0.027 < 0.05). Therefore,
is rejected, and is accepted. "Work environment partially has a significant negative
influence on employee turnover intention of PT XYZ Final Assembly Department
3) The career development variable has a computed t-value of (-2.373) which is less than the
critical t-table (-1.6634), and the significance value is less than 0.05 (0.020 < 0.05). Therefore,
is rejected, and is accepted. "Career development partially has a significant negative
influence on employee turnover intention of PT XYZ Final Assembly Department
F Test
The F-test proves the hypothesis that all independent variables significantly affect the dependent
variable simultaneously. Therefore, it can be concluded that the F-table value obtained for df denomin
= 3 and df number = [𝑛 − 𝑘 − 1] = (2.715).
Figure 7 F test
According to Sugiyono (2021):
- H0 is rejected, and H1 is accepted if the computed F-value is greater than the F-table; or
significance level < 0.05
- H0 is accepted, and H1 is rejected if the computed F-value is less than the F-table; or
significance level > 0.05
Table 11 Anova
ANOVA
a
Model
Sum of Squares
df
Mean Square
F
Sig.
1
Regression
1085.880
3
361.960
35.418
.000
b
Residual
848.224
83
10.220
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Total
1934.104
86
a. Dependent Variable: TURNOVER INTENTION
b. Predictors: (Constant), CAREER DEVELOPMENT, WORK ENVIRONMENT, COMPENSATION
Source: Prepared by the Author
From the output of Table 11, F calculates = 35.418 and sig. = 0.000. Because computed F value
> F table (35,418 > 2,715) and sig. < 0.05, then
"Compensation, work environment, and career development simultaneously significantly
affect employee turnover intention of PT XYZ Final Assembly Department”.
Coefficient of Determination
The determination coefficient aims to determine the percentage of effect of independent
variables (compensation, work environment, and career development) on dependent variables
(turnover intention).
Table 12 Determination Coefficient Test Results
Model Summary
b
Model
R
R Square
Adjusted R Square
Std. Error of the
Estimate
Durbin-Watson
1
.749
a
.561
.546
3.196805
1.989
A. Predictors: (Constant), Career Development, Work Environment, Compensation
B. Dependent Variable: Turnover Intention
Source: Prepared by the Author
Based on Table 12, the R Square (R²) value is 0.561, which shows that the independent
variable affects turnover intention by 56.1%. The rest, 43.9%, was affected by other factors that were
not observed in this study.
Overview of Compensation, Work Environment, Career Development, and Employee Turnover
Intention of PT XYZ Final Assembly Department
The compensation received by employees is categorized as "Not Good" with an average of
57.86%, especially in terms of wages, salaries, and incentives. While there is progress in benefits and
facilities, fairness in the provision of benefits and the quality of incentives need to be improved. The
work environment was rated "Not Good" with an average of 67.30%, there were lighting and noise
problems, as well as lack of equipment and personal protection facilities. Then the relationship
between the boss and the employee, as well as between co-workers, needs to be improved. Career
development was also rated "Not Good" with an average of 56.03%, with problems in training,
awards, career plans, and promotion opportunities. Turnover intention was rated "High" with an
average of 69.39%, indicating the need for measures to address employee dissatisfaction.
The Effect of Compensation on Turnover Intention
The compensation variable has a computed t-value of (-2.810) which is less than the critical
t-table (-,
is accepted. The results of the t-test showed that compensation partially has a significant
negative effect on turnover intention. The negative effect of compensation on turnover intention
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suggests that employees may perceive inadequate compensation as a factor contributing to their
intention to leave an organisation. Organisations should consider revisiting their compensation
structures to align them with employee expectations and industry standards to potentially reduce
turnover rates. These results support the research conducted by (Saputra et al., 2022), (Putri &
Islamuddin, 2022), (Madison & Hawari, 2023).
The Effect of the Work Environment on Turnover Intention
The work environment variable has a computed t-value of (-2.257) which is less than the
critical t-table (- is
rejected, is accepted. The t-test results showed that the work environment partially has a
significant negative effect on turnover intention. A negative impact of the work environment on
turnover intention suggests that factors such as workplace culture, safety, and interpersonal
relationships may influence employees' decisions to stay or leave. Organizations should improve
workplace conditions and foster a positive work environment to mitigate turnover risks. These
results support the research conducted by (Putra & Utama, 2017), (Misbakhudin, 2023).
The Effect of Career Development on Turnover Intention
The career development variable has a computed t-value of (-2.373) which is less than the
critical t-table (- is
rejected, is accepted. The results of the t-test showed that career development has a
significant negative effect on turnover intention. The significant negative effect of career development
on turnover intention suggests that career growth and advancement opportunities are critical factors
influencing employee retention. Organizations should invest in structured career development
programs to enhance employee engagement and reduce turnover rates. These results support the
research conducted by (Soedira et al., 2021), (Dewi & Herianti, 2023).
The Effect of Compensation, Work Environment, and Career Development on Turnover
Intention
All independent variables have F calculated = 35.418 and sig. = 0.000. Because computed F
. The results of
the F test showed that compensation, work environment, and career development simultaneously
significantly affect turnover intention. The simultaneous significant effect of compensation, work
environment, and career development on turnover intention underscores the complex interplay of
these factors in shaping employees' decisions to stay or leave an organization. Organizations should
adopt holistic strategies addressing all three aspects to manage and reduce turnover rates effectively.
These results support the research conducted by (Putri & Islamuddin, 2022) and (Nursanti &
Marpaung, 2024).
4. Conclusion
Based on the results of the research, the following conclusions were obtained: 1) The
description of compensation conditions, work environment, career development, and turnover
intention in the Final Assembly Department of PT XYZ is that compensation has a poor value
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(57.06%), the work environment has a bad value (67.74%), then career development also has a bad
value (55.58%), and turnover intention has a high value (68.05%). 2) Compensation significantly
negatively affects employees' turnover intention of the Final Assembly Department of PT XYZ. 3) The
work environment significantly negatively affects employees' turnover intention of the Final
Assembly Department of PT XYZ. 4) Career development significantly negatively affects employees'
turnover intention of the Final Assembly Department of PT XYZ. 5) Compensation, work environment,
and career development significantly affect the turnover intention of PT XYZ's Final Assembly
Department employees.
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