Effect Of Work Stress, Work Motivation And Organizational Climate On The Desire To Exit (Intention To Leave) Employees At PT. Infomedia Nusantara Medan

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Effect of Work Stress, Work Motivation, and Organizational Climate on the Desire to Exit Employees at PT. Infomedia Nusantara Medan

Introduction

In today's fast-paced and competitive business environment, employee retention has become a top priority for organizations. One of the key factors that influence employee turnover is the desire to exit, also known as intention to leave. This phenomenon is particularly prevalent in companies that fail to provide a conducive work environment, leading to high levels of stress, low motivation, and a negative organizational climate. PT. Infomedia Nusantara Medan, a leading provider of business process management services, is no exception. This study aims to investigate the effect of work stress, work motivation, and organizational climate on the desire to exit employees at PT. Infomedia Nusantara Medan.

Background of the Study

PT. Infomedia Nusantara has a rich history dating back to 1975, when it was founded as the first telephone information service provider in Indonesia. Over the years, the company has undergone significant transformations, including a restructuring in 2013 to focus on business process management. Today, Infomedia offers a range of services, including Customer Relationship Management, HR Services, Operational Services, and Data Analytics. Despite its success, the company faces challenges in retaining its employees, with many leaving due to various reasons.

Methodology

This study employed a quantitative descriptive analysis method and multiple linear regression analysis to investigate the effect of work stress, work motivation, and organizational climate on the desire to exit employees. A random sampling method was used to select 53 employees from the population of all employees at PT. Infomedia Nusantara Medan. The Slovin formula was used to determine the sample size. Hypothesis testing was conducted using a significant significant test (T-test) and a significant simultaneous test (test-F) at a significance level of 5%. The coefficient of determination (R²) was also used to measure the extent to which the variables explained the desire to exit the employee.

Results

The results of the analysis showed that the coefficient of R Square determination was 0.589, indicating that 58.9% of the desire variable to exit (Y) can be explained by work stress variables (X1), work motivation (X2), and organizational climate (X3). This suggests that the three variables have a significant impact on the desire to exit employees.

Analysis and Explanation

The results of the study revealed a significant relationship between work stress, work motivation, and organizational climate and the desire to exit employees.

  • Work Stress: Work stress often affects employee productivity and mental health. At PT. Infomedia Nusantara, high levels of stress can lead to increased dissatisfaction and ultimately cause the desire to exit.
  • Work Motivation: Low motivation can be fatal for the company. Employees who are not motivated tend to feel unrest by the company and prefer to look for other opportunities. In the context of Infomedia, work motivation is crucial in maintaining quality employees.
  • Organizational Climate: A positive organizational climate plays an important role in creating a comfortable work environment. If the organizational climate at PT. Infomedia supports good collaboration and communication, employees will feel more satisfied and reduced their desire to exit.

Conclusion

In conclusion, this study provides important insights into the factors that influence the desire to exit employees at PT. Infomedia Nusantara Medan. The results suggest that work stress, work motivation, and organizational climate have a significant impact on employee turnover. By taking the right approach to work stress, increasing motivation, and creating a positive organizational climate, companies can reduce employee turnover rates. This study provides valuable recommendations for management to increase employee satisfaction and retention, thus bringing PT. Infomedia Nusantara in long-term success.

Recommendations

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

  • Reduce Work Stress: PT. Infomedia Nusantara should implement strategies to reduce work stress, such as providing employee wellness programs, flexible work arrangements, and regular breaks.
  • Increase Work Motivation: The company should focus on increasing work motivation by providing opportunities for growth and development, recognizing employee contributions, and promoting a positive work culture.
  • Create a Positive Organizational Climate: PT. Infomedia Nusantara should strive to create a positive organizational climate by promoting good collaboration and communication, providing regular feedback, and recognizing employee contributions.

By implementing these recommendations, PT. Infomedia Nusantara can reduce employee turnover rates and increase employee satisfaction and retention, ultimately leading to long-term success.
Frequently Asked Questions (FAQs) about the Effect of Work Stress, Work Motivation, and Organizational Climate on the Desire to Exit Employees at PT. Infomedia Nusantara Medan

Q: What is the main objective of this study? A: The main objective of this study is to investigate the effect of work stress, work motivation, and organizational climate on the desire to exit employees at PT. Infomedia Nusantara Medan.

Q: What is the significance of this study? A: This study is significant because it provides insights into the factors that influence employee turnover, which is a critical issue for organizations. By understanding the impact of work stress, work motivation, and organizational climate, organizations can develop strategies to reduce employee turnover and increase employee satisfaction and retention.

Q: What is the methodology used in this study? A: This study employed a quantitative descriptive analysis method and multiple linear regression analysis to investigate the effect of work stress, work motivation, and organizational climate on the desire to exit employees. A random sampling method was used to select 53 employees from the population of all employees at PT. Infomedia Nusantara Medan.

Q: What are the key findings of this study? A: The key findings of this study are that work stress, work motivation, and organizational climate have a significant impact on the desire to exit employees. Specifically, the study found that:

  • Work stress often affects employee productivity and mental health.
  • Low motivation can be fatal for the company.
  • A positive organizational climate plays an important role in creating a comfortable work environment.

Q: What are the implications of this study for PT. Infomedia Nusantara Medan? A: The implications of this study for PT. Infomedia Nusantara Medan are that the company should focus on reducing work stress, increasing work motivation, and creating a positive organizational climate to reduce employee turnover rates and increase employee satisfaction and retention.

Q: What are the limitations of this study? A: The limitations of this study are that it is based on a sample of 53 employees and may not be generalizable to the larger population of employees at PT. Infomedia Nusantara Medan. Additionally, the study only investigated the effect of work stress, work motivation, and organizational climate on the desire to exit employees and did not examine other factors that may influence employee turnover.

Q: What are the recommendations of this study for PT. Infomedia Nusantara Medan? A: The recommendations of this study for PT. Infomedia Nusantara Medan are that the company should:

  • Reduce work stress by providing employee wellness programs, flexible work arrangements, and regular breaks.
  • Increase work motivation by providing opportunities for growth and development, recognizing employee contributions, and promoting a positive work culture.
  • Create a positive organizational climate by promoting good collaboration and communication, providing regular feedback, and recognizing employee contributions.

Q: What are the future research directions for this study? A: The future research directions for this study are to investigate the effect of other factors on employee turnover, such as job satisfaction, organizational commitment, and leadership style. Additionally, the study could be replicated in other organizations to examine the generalizability of the findings.