Employee turnover is a rising issue in Indonesia’s information and communication sector. PT XYZ reported a turnover rate of 17.2% in 2024. This study investigates the influence of job satisfaction and employee experience on turnover intention among PT XYZ’s permanent employees. Grounded in Job Characteristics Model (Hackman & Oldham, 1976), Organizational Commitment Theory (Allen & Meyer, 2000), and Turnover Process Theory (Mobley, 1977), this research uses a quantitative method involving 45 respondents. Descriptive statistics show both job satisfaction (mean = 3.24) and employee experience (mean = 2.53) at “Fair” levels. Turnover intention also scored “Fair” (mean = 2.14), signaling moderate retention risks. Pearson correlation shows significant negative relationships between job satisfaction (r = -0.482), employee experience (r = -0.404), and turnover intention. Multiple linear regression reveals job satisfaction as a marginally significant predictor of turnover intention (B = -0.480, p = 0.059), while employee experience has no significant effect.The study proposes data-driven solutions including improvements in compensation, career growth, recognition, and conflict resolution. Findings offer practical insight into PT XYZ and support future research on turnover dynamics.
Permana et al. (Thu,) studied this question.