Abstract:
Turnover Intention has been the focus of attention for academics and industry for
many years. This is because if turnover intention is left untreated, it will lead to
various problems in the company including leading to serious action to leave the
company. In Indonesia, especially in the Manufacturing sector, the Turnover
Intention rate reached 85% in 2023. For that reason, turnover intention should be
taken care seriously by the company. Several factors that can affects Turnover
Intention are Career Growth, Compensation, and Person-Job Fit. Therefore, these
variables will be used in this study. This research is a quantitative by collecting
187 respondents through questionnaire which are then analyzed using multiple
linear regression methods in SPSS software. The independent variable used in this
study was Career Growth (X1), Compensation (X2), and Person-Job Fit (X3). The
results of statistical test show that Career Growth (X1) and Person-Job Fit (X3)
significantly affects Turnover Intention (Y). Still, Compensation (X2) has no
significant effect to Turnover Intention. Furthermore, this research increases the
knowledge of manufacturing companies in Cikarang on employee turnover
intention. It contributes to the field of human resources and offers practical
guidance for companies to prevent an increase in turnover intention in the future.
