PENGARUH JOB INSECURITY DAN STRES KERJA TERHADAP TURNOVER INTENTION PADA KARYAWAN GENERASI Z DI PT XYZ

Abstrak

Penelitian ini dilatarbelakangi oleh tingginya fenomena perpindahan kerja karyawan muda pada periode September 2025 hingga April 2026 di PT XYZ, khususnya pasca implementasi fleksibilitas hubungan ketenagakerjaan melalui skema Perjanjian Kerja Waktu Tertentu (PKWT) dan sistem kontrak kerja modern. Dinamika ketidakpastian kelangsungan kerja serta tingginya beban tuntutan operasional menjadi tantangan utama yang dihadapi tenaga kerja Generasi Z. Penelitian ini bertujuan untuk menganalisis pengaruh job insecurity dan stres kerja terhadap turnover intention pada karyawan Generasi Z di kantor pusat PT XYZ, baik secara parsial maupun secara simultan. Metode penelitian yang digunakan adalah metode kuantitatif dengan pendekatan asosiatif kausal. Pengumpulan data primer dilakukan melalui penyebaran kuesioner terstruktur dengan Skala Likert 5 poin kepada seluruh karyawan Generasi Z di kantor pusat PT XYZ sebanyak 47 responden dengan teknik sensus (sampling jenuh). Analisis data dijalankan dengan model regresi linier berganda menggunakan IBM SPSS Statistics versi 26. Hasil pengujian statistik membuktikan bahwa job insecurity berpengaruh positif dan signifikan secara parsial terhadap turnover intention dengan perolehan t hitung 2,997 > t tabel 2,015 dan nilai signifikansi 0,004 < 0,05, memberikan kontribusi Sumbangan Efektif (SE) sebesar 33,5%. Variabel stres kerja juga berpengaruh positif dan signifikan secara parsial terhadap turnover intention dengan nilai thitung 2,850 > ttabel 2,015 dan nilai signifikansi 0,007 < 0,05, memberikan Sumbangan Efektif (SE) sebesar 31,6%. Secara simultan, job insecurity dan stres kerja berpengaruh positif dan signifikan terhadap turnover intention dengan perolehan Fhitung 41,066 > Ftabel 3,21 dan nilai signifikansi 0,000 < 0,05. Nilai koefisien determinasi simultan (Adjusted R Square) sebesar 63,5% menunjukkan bahwa variasi turnover intention karyawan Generasi Z di PT XYZ mampu dijelaskan secara kuat oleh kombinasi job insecurity dan stres kerja, sedangkan sisanya sebesar 36,5% dipengaruhi oleh variabel lain di luar model penelitian ini.

This study was motivated by the prominent phenomenon of young employee turnover from September 2025 to April 2026 at PT XYZ, particularly following the implementation of employment relationship flexibility through Fixed-Term Employment Contracts (PKWT) and modern contractual frameworks. The dynamics of employment continuity uncertainty and high operational demands represent substantial psychological challenges encountered by Generation Z workers. This investigation aims to evaluate and explain the impact of job insecurity and work stress on turnover intention among Generation Z employees at the head office of PT XYZ, both partially and simultaneously. The study implemented an associative causal quantitative methodology. Primary data collection was executed by distributing structured 5-point Likert scale questionnaires to all 47 Generation Z personnel at PT XYZ head office utilizing a complete enumeration or saturated census sampling technique. Statistical evaluations were performed through multiple linear regression analysis via IBM SPSS Statistics version 26. Empirical findings demonstrate that job insecurity exhibits a positive and statistically significant partial effect on turnover intention, yielding a calculated t-statistic of 2.997 > t-table 2.015 with a significance level of 0.004 < 0.05 and an Effective Contribution of 33.5%. Work stress similarly exerts a positive and statistically significant partial effect on turnover intention, with a calculated t-statistic of 2.850 > t-table 2.015 with a significance value of 0.007 < 0.05 and an Effective Contribution of 31.6%. Simultaneously, job insecurity and work stress exert a significant joint influence on turnover intention, documented by an F-statistic of 41.066 > F-table 3.21 with a significance value of 0.000 < 0.05. The Adjusted R Square metric of 63.5% confirms that turnover intention variations among Generation Z talent at PT XYZ are robustly accounted for by job insecurity and occupational stress, whereas the remaining 36.5% is attributed to external organizational parameters beyond this analytical framework.