Effect Of Job Satisfaction, Motivation And Work Stress On Turnover Intention Outsourcing Employees PT. Pertamina (Persero)

Feb 27, 2025 by ADMIN 123 views

**Effect of Job Satisfaction, Motivation, and Work Stress on Turnover Intention of Outsourcing Employees PT. Pertamina (Persero)**

Introduction

In the era of globalization, many companies have adopted the outsourcing work system, where the employer company gives tasks to the contractor. Although this system offers benefits for both parties, often outsourcing employees experience lack of attention in terms of compensation, fair promotion, and work content. This triggers many outsourcing employees to find other jobs, known as turnover intention. This situation encourages researchers to investigate more deeply about outsourcing employees at PT. Pertamina (Persero) RU II Dumai.

Background of the Study

The outsourcing work system has become a common practice in many companies, including PT. Pertamina (Persero). However, this system often raises concerns about the treatment and welfare of outsourcing employees. They often experience lack of attention in terms of compensation, fair promotion, and work content, which can lead to turnover intention. This study aims to analyze the effect of job satisfaction, motivation, and work stress variables on turnover intentions of outsourcing employees in the production department.

Methodology

This study uses quantitative descriptive methods, with hypothesis testing carried out through multiple linear regression analysis. Primary data was collected through questionnaires and direct interviews, while secondary data were taken from company records and other literature sources. The total population of 52 people was sampled by census technical methods.

Results

The results of the analysis show that job satisfaction, motivation, and work stress have a significant influence on the turnover intention collectively. However, further analysis revealed that work stress is the most dominant factor affecting employee intention to change work. With an Adjusted R Square value of 0.899, it can be concluded that 89.9% turnover intention outsourcing employees can be explained by job satisfaction, motivation, and work stress factors, while the remaining 10.1% can be attributed to other factors that are not covered in this study.

Discussion

Job Satisfaction

Job satisfaction plays an important role in maintaining employee stability, especially in the context of outsourcing. When employees are satisfied with their work, they tend to have a higher commitment to the company. This is inversely proportional to the situation where employees feel ignored or treated unfairly, which can cause them to look for other better opportunities.

Motivation

Motivation also serves as the main driver in increasing employee productivity and performance. Motivated employees are usually more enthusiastic in completing tasks, innovating, and contributing positively to the team. Conversely, lack of motivation can make them feel hopeless and bring up the desire to leave work.

Work Stress

Work stress is a factor that should not be ignored in the work environment, especially for outsourcing employees who often face extra challenges. High stress levels not only affect employee mental health but can also have a negative impact on their work performance. This study shows that work stress is a dominant factor that contributes to the intentions of changing work, so the organization needs to pay more attention to stress management at work.

Conclusion

From this study, it can be concluded that companies such as PT. Pertamina (Persero) needs to pay more attention to aspects of job satisfaction, motivation, and work stress to reduce turnover intention among outsourcing employees. Implementation of the program to improve job satisfaction, proper motivation, and good stress management strategies will be very helpful in maintaining employees. Given the 89.9% turnover intention can be explained by the variables studied, these steps are very crucial to increase employee loyalty and productivity.

Recommendations

Based on the findings of this study, the following recommendations are made:

Improve Job Satisfaction: Companies should focus on improving job satisfaction by providing a fair compensation package, promoting employees based on their performance, and providing a comfortable work environment.
Increase Motivation: Companies should focus on increasing motivation by providing opportunities for growth and development, recognizing and rewarding employees for their contributions, and providing a sense of purpose and meaning in their work.
Manage Work Stress: Companies should focus on managing work stress by providing a safe and healthy work environment, providing resources and support for employees to manage stress, and promoting work-life balance.

Limitations of the Study

This study has several limitations, including:

Sample Size: The sample size of this study is relatively small, which may limit the generalizability of the findings.
Data Collection: The data used in this study was collected through questionnaires and direct interviews, which may be subject to biases and limitations.
Variables Studied: This study only examined the effect of job satisfaction, motivation, and work stress on turnover intention, which may not be the only factors contributing to turnover intention.

Future Research Directions

Future research should focus on:

Examining Other Factors: Future research should examine other factors that may contribute to turnover intention, such as organizational culture, leadership style, and employee engagement.
Using Different Methods: Future research should use different methods, such as qualitative research, to gain a deeper understanding of the factors contributing to turnover intention.
Examining the Effect of Interventions: Future research should examine the effect of interventions, such as training programs and stress management initiatives, on turnover intention.

Q: What is the outsourcing work system, and how does it affect outsourcing employees?

A: The outsourcing work system is a practice where the employer company gives tasks to the contractor. This system often raises concerns about the treatment and welfare of outsourcing employees, who may experience lack of attention in terms of compensation, fair promotion, and work content.

Q: What is turnover intention, and how does it affect outsourcing employees?

A: Turnover intention refers to the desire or intention of an employee to leave their current job or organization. This can be triggered by various factors, including lack of job satisfaction, motivation, and work stress.

Q: What are the main factors that contribute to turnover intention among outsourcing employees?

A: The main factors that contribute to turnover intention among outsourcing employees are job satisfaction, motivation, and work stress. These factors can have a significant impact on employee loyalty and productivity.

Q: How does job satisfaction affect turnover intention among outsourcing employees?

A: Job satisfaction plays an important role in maintaining employee stability, especially in the context of outsourcing. When employees are satisfied with their work, they tend to have a higher commitment to the company. Conversely, lack of job satisfaction can cause employees to look for other better opportunities.

Q: How does motivation affect turnover intention among outsourcing employees?

A: Motivation also serves as the main driver in increasing employee productivity and performance. Motivated employees are usually more enthusiastic in completing tasks, innovating, and contributing positively to the team. Conversely, lack of motivation can make them feel hopeless and bring up the desire to leave work.

Q: How does work stress affect turnover intention among outsourcing employees?

A: Work stress is a factor that should not be ignored in the work environment, especially for outsourcing employees who often face extra challenges. High stress levels not only affect employee mental health but can also have a negative impact on their work performance.

Q: What are the implications of this study for companies like PT. Pertamina (Persero)?

A: The findings of this study suggest that companies like PT. Pertamina (Persero) need to pay more attention to aspects of job satisfaction, motivation, and work stress to reduce turnover intention among outsourcing employees. Implementation of the program to improve job satisfaction, proper motivation, and good stress management strategies will be very helpful in maintaining employees.

Q: What are the limitations of this study?

A: This study has several limitations, including a relatively small sample size, data collection through questionnaires and direct interviews, and the examination of only three variables (job satisfaction, motivation, and work stress).

Q: What are the future research directions for this study?

A: Future research should focus on examining other factors that may contribute to turnover intention, using different methods, and examining the effect of interventions on turnover intention.

Q: What are the practical implications of this study for outsourcing employees?

A: The findings of this study suggest that outsourcing employees should prioritize their job satisfaction, motivation, and work stress to reduce turnover intention. They should also seek support from their organization and colleagues to manage work stress and improve job satisfaction.

Q: What are the implications of this study for policymakers and regulators?

A: The findings of this study suggest that policymakers and regulators should consider the impact of outsourcing on employee welfare and develop policies to protect the rights of outsourcing employees.