PENGARUH STRESS KERJA, LINGKUNGAN KERJA, DAN KOMITMEN TERHADAP NIAT UNTUK BERPINDAH DI PT UNIFLEX KEMASINDAH - Alvi Puguh Agustina; Retno Purwani Setyaningrum (Jurnal Manajemen Kewirausahaan, 2022)
Tujuan penelitian ini meneliti pengaruh stres kerja terhadap turnover intention, pengaruh lingkungan kerja terhadap turnover intention, dan pengaruh komitmen organisasi terhadap turnover intention di PT Uniflex Kemasindah. Adapun metodenya adalah mengumpulkan data melalui kuesioner yang disebar ke 67 responden dan sampel menggunakan sampel jenuh. Metode analisis data dengan Smart PLS 3.3.3 dengan outer model, inner model, dan  uji hipotesis. Hasil analisis menyatakan stres kerja berpengaruh signifikan terhadap turnover intention, lingkungan kerja tidak berpengaruh terhadap turnover intention, dan komitmen organisasi berpengaruh signifikan terhadap turnoverintention. Nilai R-square sebesar 0.429 atau 42.9% yang berarti turnover intention dipengaruhi oleh stres kerja, lingkungan kerja, dan komitmen organisasi sebesar 42.9% , sisanya 57.1% dipengaruhi dengan variable lain diluar penelitian ini. Kata kunci: : komitmen organisasi, lingkungan kerja, stres kerja, turnover intention ABSTRACT The purpose of this study is to determine the effect of work stress on turnover intention, the effect of the work environment on turnover intention, and the effect of organizational commitment on turnover intention at PT Uniflex Packaging. The method used for data collection was a questionnaire distributed to 67 respondents and the sampling method used a saturated sample. The data analysis method utilized SmartPLS 3.3.3 with the outer model, inner model and hypothesis testing. The results of the analysis show that work stress has a significant effect on turnover intention, the work environment has no effect on turnover intention, and organizational commitment has a significant effect on turnover intention with an R-square value of 0.429 or 42.9% which means that turnover intention is influenced by work stress, work environment and organizational commitment of 42.9%, while the remaining 57.1% is influenced by other variables outside of this study. Keywords: commitment organization, work environment, work stress, turnover intention