THE EFFECT OF CAREER GROWTH, COMPENSATION, AND PERSON-JOB FIT TOWARD TURNOVER INTENTION OF MANUFACTURING SECTOR IN CIKARANG

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.