The Effect of Work Stress, Job Satisfaction, and Compensation on Employee Turnover Intention
(Case Study in PT. Indah Kreasi Sentosa Jakarta)
DOI:
https://doi.org/10.25139/niaga.v9i2.9574Keywords:
Work Stress, Job Satisfaction, Compensation, Turnover IntentionAbstract
In the highly competitive modern business landscape, retaining talent poses a significant challenge,
especially for project-based and sales-driven firms. This research investigates the influence of work stress, job satisfaction, and compensation on the turnover intention of employees at PT Indah Kreasi Sentosa, Jakarta. Utilizing a quantitative methodology with a saturated sampling approach, data were gathered from 36 employees across the Sales, Project, and Sales Administration departments. The data were processed using multiple linear regression via SPSS version 26. The findings reveal that work stress significantly increases turnover intention (β = 0.550; p < 0.05), whereas better compensation significantly reduces it (β = -0.457; p < 0.05). Interestingly, job satisfaction was found to have no statistically significant impact on turnover intention in this context. Collectively, these variables account for 50.3% of the variance in turnover intention (Adjusted R² = 0.503). Theoretically, this study supports the Job Demands Resources (JD-R) and Social Exchange models in the context of SMEs. Practically, the results suggest that to mitigate turnover intention, management should prioritize stress reduction and fair compensation schemes over broad satisfaction initiatives (Bakker & Demerouti, 2007)
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