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Devi Yasmin
Universitas Muhammadiyah Pontianak, Pontianak, 78123
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The Influence of Job Insecurity and Job Satisfaction on Turnover Intention Among Employees at PT Pelayaran Baharimas Kalimantan Mita Puspita; Devi Yasmin
Electronic Journal of Education, Social Economics and Technology Vol 6, No 2 (2025)
Publisher : SAINTIS Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33122/ejeset.v6i2.784

Abstract

This study aims to analyze the influence of Job Insecurity and Job Satisfaction on Turnover Intention among employees at PT Pelayaran Baharimas Kalimantan. A quantitative associative approach was used in this research, with a sample of 87 respondents selected through total sampling technique. The instrument testing involved validity and reliability tests, while the classical assumption tests included normality, linearity, and multicollinearity tests. Hypothesis testing was conducted using multiple linear regression, correlation coefficient (R), coefficient of determination (R²), simultaneous tests, and partial tests. The results of the multiple linear regression analysis yielded the equation Y = 1.918 + 0.467 X₁ + 0.121 X₂. The correlation coefficient of 0.517 indicates a moderate correlation between Job Insecurity and Job Satisfaction with Turnover Intention. The coefficient of determination (R²) of 0.267 indicates that 26.7% of the variability in Turnover Intention is influenced by the two variables, while the remaining 73.3% is influenced by other factors not examined in this study. The simultaneous test showed an F value of 15.299, which is greater than the F table value of 3.10, indicating a significant simultaneous effect of Job Insecurity and Job Satisfaction on Turnover Intention. The partial tests revealed that Job Insecurity (p-value = 0.000) and Job Satisfaction (p-value = 0.044) both significantly influence Turnover Intention, with p-values less than 0.05 for both variables. This study provides empirical evidence that both Job Insecurity and Job Satisfaction significantly affect Turnover Intention, which can be considered by management in managing human resources within the company.
The Influence of Job Involvement and Organizational Commitment on Job Satisfaction of Civil Servants at the UPTD Public Health Center of Sungai Ambawang Nur Aisiyah Siregar; Devi Yasmin
Electronic Journal of Education, Social Economics and Technology Vol 6, No 2 (2025)
Publisher : SAINTIS Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33122/ejeset.v6i2.783

Abstract

This study aims to analyze the influence of Job Involvement and Organizational Commitment on Job Satisfaction of Civil Servants at the UPTD Public Health Center of Sungai Ambawang. The method used is an associative approach with primary data collected through interviews and questionnaires distributed to 49 civil servants at the UPTD Public Health Center of Sungai Ambawang. Secondary data was used to support the analysis. The results of the study indicate that Job Involvement and Organizational Commitment have a positive and significant effect on Job Satisfaction. Based on the multiple linear regression results, it was found that Job Involvement (b1 = 0.360) and Organizational Commitment (b2 = 0.262) positively affect Job Satisfaction, with a coefficient of determination (R²) of 0.596, which indicates that 59.6% of the variation in Job Satisfaction can be explained by the two independent variables. The simultaneous test (F-test) shows that both variables significantly influence Job Satisfaction. In addition, the partial test (t-test) shows that both variables individually have a significant effect on Job Satisfaction. This study suggests that the leadership at the UPTD Public Health Center of Sungai Ambawang should strengthen organizational commitment and job involvement to improve job satisfaction and the quality of services provided to the community. For future research, it is recommended to consider additional variables, such as work-life balance or organizational culture, and explore longitudinal studies to better understand the long-term impact of Job Involvement and Organizational Commitment on Job Satisfaction and employee retention.
Co-Authors Mita Puspita Nur Aisiyah Siregar