The Influence of Compensation and Organizational Commitment on Employees' Turnover Intention at PT Ruang Raya Indonesia (Ruangguru) West Kalimantan Regional Office
Abstract
This study examines the impact of Compensation and Organizational Commitment on employees' Turnover Intention at Ruangguru. The research utilizes a quantitative approach with 58 respondents from various departments within the organization. Data were analyzed using multiple linear regression, with normality, linearity, and multicollinearity tests conducted to ensure the validity of the results. The findings reveal that both Compensation and Organizational Commitment have a significant influence on Turnover Intention, with Compensation being the more dominant factor. Higher compensation increases the likelihood of employees considering leaving the organization if they feel inadequately compensated, while stronger Organizational Commitment reduces Turnover Intention. These results suggest that organizations should focus on offering competitive compensation and fostering a strong commitment to minimize turnover intentions and improve employee retention.
Downloads
References
Aryani, M., Subiyanto, E. D., & Septyarini. (2021). Pengaruh kepemimpinan, motivasi kerja dan kompensasi terhadap disiplin kerja karyawan. Jurnal Manajemen Sumber Daya Manusia, Administrasi dan Pelayanan Publik, 6(2), 217–229. https://doi.org/10.37487/jmsdm.v6i2.478
Huzna, V. F. (2018). Analisis faktor kepribadian, kepuasan kerja, dan komitmen afektif terhadap kemangkiran (Studi pada Pegawai Dinas Pendidikan, Pemuda, dan Olah Raga Kabupaten Pangandaran). Performance, 25(1), 24–35. https://doi.org/10.20884/1.performance.2018.25.1.702
Kharismawati, D. A. P., & Dewi, I. G. A. M. (2016). Pengaruh komitmen organisasional, dukungan sosial, dan iklim etika terhadap turnover intention. E-Jurnal Manajemen Unud, 5(2), 1368–1398.
https://ojs.unud.ac.id/index.php/Manajemen/article/view/18488
Khan, I., Allah, N., Shadiullah, K., Farhatullah, K., Sahib, K., & Naseem, B. Y. (2014). The impact of organizational commitment on the intention to leave among the academicians in higher educational institutions in Pakistan. International Journal of Academic Research in Business and Social Sciences, 4(2). https://doi.org/10.6007/IJARBSS/v4-i2/607
Mathis, R. L., & Jackson, J. H. (2016). Human resource management (13th ed.). South- Western Cengage Learning.
Purnomo, R. A. (2016). Analisis statistik ekonomi dan bisnis dengan SPSS untuk mahasiswa, dosen, dan praktisi. WADE Group.
Sari, S. Y., Aima, M. H., & Zefriyenni. (2024). Mengurai turnover intention: Strategi mempertahankan karyawan. CV Gita Lentera.
Saputra, E. K., Zainiyah, Abriyoso, O., & Rizki, M. (2022). Pengaruh kompensasi terhadap turnover intention karyawan pada PT Bintan Megah Abadi. AKSARA: Jurnal Ilmu Pendidikan Nonformal, 8(2), 1492–1500. https://doi.org/10.37905/aksara.8.2.1492- 1500.2022
Sasmita, S., Hidayati, T., & Heksarini, A. (2017). Pengaruh kompensasi dan komitmen organisasi terhadap turnover intention pada karyawan Matahari Department Store Lembuswana. Prosiding Seminar Nasional Manajemen dan Ekonomi Bisnis, 1, 285–288. https://proceeding.unpkediri.ac.id/index.php/senama/article/view/123
Sentana, I. K. D., & Surya, I. B. K. (2017). Pengaruh kepuasan kerja dan komitmen organisasional terhadap turnover intention. E-Jurnal Manajemen Unud, 6(10), 5232– 5261. https://ojs.unud.ac.id/index.php/Manajemen/article/view/30971
Sinambela, L. P. (2021). Manajemen sumber daya manusia: Membangun tim kerja yang solid untuk meningkatkan kinerja. PT Bumi Aksara.
Sinambela, L. P. (2014). Metodologi penelitian kuantitatif untuk bidang ilmu administrasi, kebijakan publik, ekonomi, sosiologi, komunikasi dan ilmu sosial lainnya. Graha Ilmu.
Siregar, S. (2020). Sistematik parametrik untuk penelitian kuantitatif: Dilengkapi dengan perhitungan manual dan aplikasi SPSS versi 17. Bumi Aksara.
Sugiyono. (2019). Metode penelitian kuantitatif, kualitatif, dan R&D. Alfabeta.
Copyright (c) 2025 Satrio Nugroho, Arninda Arninda
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
Authors who publish with this journal agree to the following terms:
- Authors retain copyright and grant the journal right of first publication with the work simultaneously licensed under a Creative Commons Attribution License that allows others to share the work with an acknowledgment of the work's authorship and initial publication in this journal.
- Authors are able to enter into separate, additional contractual arrangements for the non-exclusive distribution of the journal's published version of the work (e.g., post it to an institutional repository or publish it in a book), with an acknowledgment of its initial publication in this journal.
- Authors are permitted and encouraged to post their work online (e.g., in institutional repositories or on their website) prior to and during the submission process, as it can lead to productive exchanges, as well as earlier and greater citation of published work.
