Open AccessTHE INFLUENCE OF WORKLOAD, NON-PHYSICAL WORK ENVIRONMENT, COMPENSATION ON EMPLOYEE TURNOVER MEDIATED WITH ORGANIZATIONAL COMMITMENT
Author(s) -
Andi Wisnu Saputra,
Sri Indarti,
Yulia Efni
Publication year - 2021
Publication title -
jurnal manajemen dan bisnis/jurnal manajemen and bisnis
Language(s) - English
Resource type - Journals
eISSN - 2621-4199
pISSN - 2302-4313
DOI - 10.34006/jmbi.v10i2.305
Subject(s) - workload , turnover , organizational commitment , compensation (psychology) , business , work (physics) , structural equation modeling , business administration , psychology , social psychology , computer science , management , economics , engineering , mechanical engineering , machine learning
The research was conducted at PT Lutvindo Wijaya Perkasa Pekanbaru. The aim is to determine the direct effect of workload, non-physical work environment, compensation for employee turnover mediated by organizational commitment. This study took a sample of 160 customers. The variables used are workload, non-physical work environment, compensation for employee turnover mediated by organizational commitment. The data were analyzed using SEM (Structural Equation Modeling) analysis which was operated through the Smart PLS 3.2.8 . program.The results showed that there was a workload that had a significant effect on employee turnover at PT. Lutvindo Wijaya Non-physical work environment, compensation, organizational commitment and workload have a significant effect on employee turnover with organizational commitment as a mediating variable. Every increase in workload will increase employee turnover, and every decrease in workload will decrease employee turnover with organizational commitment as a mediating variable. The non-physical work environment has a significant effect on employee turnover with organizational commitment as a mediating variable. The better the non-physical work environment will reduce employee turnover, and the worse the non-physical work environment will increase employee turnover with organizational commitment as a mediating variable. Compensation has a significant effect on employee turnover with organizational commitment as a mediating variable. The greater the compensation received will reduce employee turnover, and the smaller the compensation received will increase employee turnover with organizational commitment as a mediating variable.