Pengaruh Beban Kerja dan Stres Kerja terhadap Turnover Intention Karyawan Unit Kerja After-Sales Service Auto2000 Bekasi Timur

Abstract

Turnover intention merupakan salah satu permasalahan dalam pengelolaan sumber daya manusia yang perlu mendapat perhatian, khususnya pada unit kerja after- sales service yang memiliki tuntutan pelayanan, target operasional, serta interaksi langsung dengan pelanggan. Penelitian ini bertujuan untuk mengidentifikasi kondisi beban kerja, stres kerja, dan turnover intention, menganalisis pengaruh beban kerja dan stres kerja terhadap turnover intention, serta merumuskan implikasi manajerial bagi Auto2000 Bekasi Timur. Penelitian menggunakan pendekatan kuantitatif dengan metode survei. Populasi penelitian terdiri atas 41 karyawan unit kerja after-sales service Auto2000 Bekasi Timur dan seluruh anggota populasi dijadikan responden. Data dikumpulkan melalui kuesioner dengan skala Likert lima tingkat dan dianalisis menggunakan analisis deskriptif serta regresi linear berganda dengan bantuan perangkat lunak SPSS. Hasil penelitian menunjukkan bahwa beban kerja tidak berpengaruh signifikan terhadap turnover intention. Sebaliknya, stres kerja berpengaruh positif dan signifikan terhadap turnover intention. Implikasi manajerial yang direkomendasikan meliputi pengendalian stres kerja, peningkatan job resources, pengelolaan distribusi pekerjaan, serta penguatan program retensi karyawan.

Turnover intention is an important issue in human resource management because it can affect organizational stability and operational continuity. This study aims to analyze the effect of workload and job stress on turnover intention among after-sales service employees at Auto2000 Bekasi Timur. This study used a quantitative approach with a survey method. The population consisted of 41 after-sales service employees was used so that all members of the population were included as respondents. Data were collected through questionnaires using a five-point Likert scale and analyzed using descriptive analysis and multiple linear regression with IBM SPSS Statistics. The results indicate that workload does not have a significant effect on turnover intention, whereas job stress has a positive and significant effect on turnover intention. Simultaneously, the regression model consisting of workload and job stress is significant in explaining turnover intention. The coefficient of determination (R²) is 37.3%, indicating that workload and job stress explain 37.3% of the variation in turnover intention, while the remaining variation is explained by factors outside the research model. The findings indicate that managing job stress and strengthening job resources are important considerations in efforts to manage turnover intention among after-sales service employees at Auto2000 Bekasi Timur