Pengaruh Job Insecurity, Organizational Comomitment, dan Workload terhadap Turnover Intention pada Karyawan Cluster Morowali di PT Makassar Megaputra Prima (MMPP)

Inggit Lestari (Universitas Tadulako)
Niluh Putu Evvy Rossanty (Universitas Tadulako)
Wiri Wirastuti (Universitas Tadulako)
Nur Risky Islianty (Universitas Tadulako)

Akuntansi: Jurnal Riset Ilmu Akuntansi
Vol. 5 No. 1 (2026): Maret: Jurnal Riset Ilmu Akuntansi

This quantitative study aims to examine and prove the influence of Job Insecurity, Organizational Commitment, and Workload on Turnover Intention among employees of the Morowali Cluster at PT Makassar Megaputra Prima (MMPP). Employee turnover intention is an important issue because it can affect organizational stability, productivity, and human resource management. The study used a non-probability sampling technique with a saturated sampling approach, in which all 37 employees in the population were selected as respondents. Data were collected through the distribution of structured questionnaires and analyzed using the Statistical Product and Service Solutions (SPSS) software. The results show that Job Insecurity has a positive and significant effect on Turnover Intention, with a t-value of 5.751 and a significance level of 0.000, indicating that higher feelings of job insecurity tend to increase employees' intention to leave the company. Organizational Commitment has a negative and significant effect on Turnover Intention, with a t-value of -5.081 and a significance level of 0.000, suggesting that stronger commitment to the organization reduces employees' desire to resign. Workload also has a positive and significant effect on Turnover Intention, with a t-value of 4.229 and a significance level of 0.000, meaning that excessive workload can encourage employees to consider leaving their jobs. Simultaneously, Job Insecurity, Organizational Commitment, and Workload significantly influence Turnover Intention among employees of PT Makassar Megaputra Prima (MMPP).