Pengaruh Perceived Organizational Support terhadap Turnover Intention pada Karaywan di PT X

Abstract. Human resource issues remain a major challenge for companies, particularly in their efforts to retain employees and prevent them from resigning. Turnover intention (TOI) is a strong indicator for predicting turnover, reflecting employees' willingness to voluntarily terminate their employment. One effective strategy to reduce TOI is by enhancing perceived organizational support (POS), which refers to employees' perceptions of how much the organization values their contributions and cares about their well-being. This study aims to analyze the influence of POS on TOI among employees of PT X, involving 184 permanent employees as respondents. A quantitative causal method was used with simple linear regression analysis. The POS variable was measured using a survey based on Eisenberger et al. (1986), while TOI was measured using an instrument from Abid & Butt (2017), which was based on the theory of Mobley & Hollingsworth (1978) and adapted by the researcher. The results of the study indicate that POS has a negative effect of 30% on TOI, meaning that the higher the perception of organizational support, which includes evaluative appraisal attributes and actions that impact employees, the lower the employees' intention to quit through processes such as considering resignation, seeking other jobs, and the intention to quit. However, there are other factors that also influence TOI at PT X. Abstrak. Permasalahan terkait sumber daya manusia tetap menjadi tantangan utama bagi perusahaan, khususnya dalam upaya mempertahankan karyawan agar tidak mengundurkan diri. Turnover intention (TOI) merupakan indikator kuat untuk memprediksi turnover, yang menggambarkan keinginan karyawan secara sukarela mengakhiri pekerjaannya. Salah satu strategi efektif untuk menurunkan tingkat TOI adalah dengan meningkatkan perceived organizational support (POS), yaitu persepsi karyawan tentang sejauh mana organisasi menghargai kontribusi mereka dan peduli terhadap kesejahteraan mereka. Penelitian ini bertujuan menganalisis pengaruh POS terhadap TOI pada karyawan PT X dengan melibatkan 184 karyawan tetap sebagai responden. Metode kuantitatif kausalitas digunakan dengan analisis regresi linier sederhana. Pengukuran variabel POS memakai survei berdasarkan Eisenberger et al. (1986), sementara TOI diukur menggunakan instrumen dari Abid & Butt (2017), yang didasarkan pada teori Mobley & Hollingsworth (1978) dan disesuaikan oleh peneliti. Hasil penelitian menunjukkan POS berpengaruh negatif sebesar 30% terhadap TOI, yang berarti semakin tinggi persepsi dukungan organisasi yang mencakup atribut penilaian evaluatif dan tindakan yang berdampak pada pegawai, maka semakin rendah pula niat karyawan untuk berhenti melalui proses seperti memikirkan pengunduran diri, mencari pekerjaan lain, dan niat berhenti. Meski demikian, terdapat faktor lain yang turut memengaruhi TOI di PT X.