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Sri Indrastuti
Universitas Islam Riau
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THE INFLUENCE OF JOB INSECURITY, WORKING ENVIRONMENT, AND ORGANIZATIONAL CULTURE ON EMPLOYEE TURNOVER INTENTION AT PT. YANMARINDO PERKASA Dominicus Josephus Swanto Tjahjana; Cyndi Pricyla; Sudirman Sudirman; Layla Hafni; Hidayat Syahputra; Amries Rusli Tanjung; Sri Indrastuti
Kurs : Jurnal Akuntansi, Kewirausahaan dan Bisnis Vol. 10 No. 2 (2025): Kurs : Jurnal Akuntansi, Kewirausahaan dan Bisnis
Publisher : Institut Bisnis dan Teknologi Pelita Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35145/kurs.v10i2.5734

Abstract

Tujuan penelitian ini adalah untuk mengetahui pengaruh ketidakamanan kerja, lingkungan kerja, dan budaya organisasi terhadap niat berhenti kerja karyawan di PT. Yanmarindo Perkasa. Sampel yang digunakan dalam penelitian ini adalah 145 karyawan tetap dan jenis analisis data yang digunakan dalam penelitian ini adalah analisis deskriptif dan regresi linier berganda. Hasil penelitian ini sebagian menunjukkan bahwa 1) Variabel ketidakamanan kerja berpengaruh terhadap niat berhenti kerja, artinya tingkat ketidakamanan kerja yang dialami karyawan, baik tinggi maupun rendah, berpengaruh terhadap tingkat niat berhenti kerja. 2) Variabel lingkungan kerja tidak berpengaruh terhadap kinerja karyawan, artinya lingkungan kerja yang nyaman atau tidak nyaman tidak berpengaruh terhadap niat berhenti kerja karyawan. 3) Variabel budaya organisasi tidak berpengaruh terhadap niat berhenti kerja karyawan, artinya budaya organisasi, baik meningkat maupun menurun, tidak berpengaruh terhadap niat berhenti kerja karyawan. The purpose of this study was to determine the effect of job insecurity, work environment, and organizational culture on employee turnover intention at PT. Yanmarindo Perkasa. The sample used in this study was 145 permanent employees and the type of data analysis used in this study was descriptive analysis and multiple linear regression. The results of this study partially indicate that 1) Job insecurity variables affect turnover intention, meaning that the level of job insecurity experienced by employees, whether high or low, affects the level of turnover intention. 2) Work environment variables do not affect employee performance, meaning that a comfortable or uncomfortable work environment does not affect employee turnover intention. 3) Organizational culture variables do not affect employee turnover intention, meaning that organizational culture, whether increasing or decreasing, does not affect employee turnover intention.
Co-Authors Abidzar Al Ghifari Achmad Tavip Junaedi Agus Baskara Agustin, Hamdi Ahmad Tarmizi Yusa Amries Rusli Tanjung Amries Rusli Tanjung Amries Rusli Tanjung Amries Rusli Tanjung Amries Rusli Tanjung Amries Rusli Tanjung Annisa Aprilia Anggraini Annisa Mardatillah Armis Asdelina Ritonga Awliya Afwa Azwirman Azwirman Chandra, Stefani Cyndi Pricyla Desi Hariani Deswarta Deswarta Desy Mardianty Detri Karya Dia Meirina Suri Dian Larasati Dian Putri Kriswayuni Dominicus Josephus Swanto Tjahjana Eny Wahyuningsih Ezra Deavin Ulayya Fuji Dwi Citra Resmi Gilang Nugroho Harry Patuan Panjaitan Hazwari Hasan Hendra Dermawan Henry Martin Adriansyah Herdi Salioso Hidayat Syahputra Jaswar Koto Kristy Veronica Layla Hafni Layla Hafni Lidia Gustiani Lilis Suriani Lisman Dandi M. Nur M. Tarjidin Martha Ng Merilla Vanessa Muhammad Akbar Almuttaqin Mustafa Kamal Nabila Wahid Nabila Wahid Nicholas Renaldo Onny Setyawan Radiyah Raja Ria Yunita Rani Anggraini Reynaldy Alfarissi Salsabila Lailani Sudirman Sudirman Suhardjo Suhardjo Sulaiman Musa Surya Safari Surya Safari SD Susie Suryani Teddy Chandra Teddy Triyanda Tuti Wulandari Umar Faruq Wan Fauzi Kurniawan Wilda Susanti Yosep Yosep Yulianty Yulianty Yusnidar Yusnidar Zahara Putri Islam Zulkifli Zulkifli