Turnover Intention Karyawan dalam Perspektif Social Exchange Theory: Peran Job Stress, Organizational Justice, dan Perceived Organizational Support

Sugeng Wibowo; Aditya Ferdiana Arief; Heru Maryanto

doi:10.52423/businessuho.v11i1.121

Authors

Sugeng Wibowo Program Studi Administrasi Bisnis Sekolah Tinggi Ilmu Administrasi Madani
Aditya Ferdiana Arief Sekolah Tinggi Ilmu Administrasi Madani
Heru Maryanto Sekolah Tinggi Ilmu Administrasi Madani

DOI:

https://doi.org/10.52423/businessuho.v11i1.121

Keywords:

Job Stress; Organizational Justice; Perceived Organizational Support; Social Exchange Theory; Turnover Intention

Abstract

The high rate of employee turnover has become a significant challenge for organizations, as it can disrupt operational stability and affect the sustainability of overall organizational performance. This situation not only influences productivity levels but may also generate various managerial consequences for the organization. For this reason, both organizational and psychological factors are considered to play an important role in shaping employees’ intentions to leave the organizations in which they work. This study aims to analyze the effects of Job Stress and Organizational Justice on employees’ Turnover Intention, while also examining the mediating role of Perceived Organizational Support from the perspective of Social Exchange Theory. The research adopts a quantitative approach using an explanatory research design. Data were collected through questionnaires distributed to 100 employees of PT Frasta Survey Indonesia who were selected using purposive sampling. The data were analyzed using Structural Equation Modeling (SEM) with a Partial Least Squares approach. The findings indicate that Job Stress has a positive effect on employees’ Turnover Intention, while Organizational Justice and Perceived Organizational Support have negative effects on Turnover Intention. In addition, Job Stress negatively influences Perceived Organizational Support, whereas Organizational Justice has a positive influence on Perceived Organizational Support. Perceived Organizational Support was also found to mediate the relationship between Job Stress and Organizational Justice with employees’ intention to leave. Overall, all hypotheses proposed in this study were supported. These findings suggest that improving Organizational Justice and Perceived Organizational Support, along with managing Job Stress effectively, can serve as important strategies for reducing employee turnover tendencies within organizations

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