Abstract:
This study aims to determine the influence of job satisfaction, organizational
commitment, job stress and leadership style towards turnover intention at PT XYZ.
This research uses a quantitative approach and uses a survey that is a questionnaire
in the form of a Likert Scale which is distributed to 200 employees to collect data.
Data were collected using a questionnaire that had been tested for validity and
reliability. The data analysis technique used is multiple linear regression. The
results of the study at a significant level of 5% indicate that: Job satisfaction,
organizational commitment and leadership style have a negative and significant
influence on turnover intention. Whereas, job stress has a positive and significant
influence on turnover intention. Then, job satisfaction, organizational commitment,
job stress and leadership style have a significant influence towards turnover
intention simultaneously. It was suggested that PT XYZ has to put more attention
on employees’ welfare by considering about their salary and benefits with starting
to make a scale structure of wages, providing promotion opportunities that are
clearer with a better promotional appraisal system, making employees feel like they
are part of the company’s family and feel like they belong to the company,
providing workloads that are in accordance with employee capabilities, as well as
having leaders with proper leadership style.
