Comfortable Work Environment

Oct 13, 2025 by wbrum.org 106 views

Introduction

Employee turnover intention is a significant concern for organizations worldwide, as it can lead to a decline in productivity, damage to the company's image, and increased recruitment and training costs. One of the primary factors contributing to employee turnover intention is the compensation received by employees and their work environment. Therefore, it is essential for companies to provide fair compensation and create a comfortable work environment to reduce the level of desire to change work. This study aims to analyze the effect of compensation and work environment on employee turnover intentions at PT Pratama Sakti Mandala, a leading company in the industry.

Background of the Study

Turnover intention is a behavior or tendency of an individual to leave members of an organization. It is a complex phenomenon that can be influenced by various factors, including compensation, work environment, job satisfaction, and organizational commitment. Compensation is a critical aspect of employee motivation, as it affects an employee's perception of fairness and equity. A comfortable work environment, on the other hand, can enhance job satisfaction and reduce stress levels. Therefore, companies need to pay attention to these two aspects to reduce turnover intention and increase employee retention.

Methodology

This study employed a quantitative method with an associative approach to analyze the effect of compensation and work environment on employee turnover intentions at PT Pratama Sakti Mandala. The sampling technique used was saturated sampling, where all employees of PT Pratama Sakti Mandala totaling 35 respondents were included. Primary data was obtained through the distribution of questionnaires directly, while secondary data was obtained through literature research. The analysis conducted includes testing validity and reliability, classical assumption tests, and multiple regression analysis and hypothesis testing.

Data Analysis

The results of the study showed that the compensation variable has a partial influence on turnover intention, which is proven from the value of T-count (2,721) which is greater than T-table (1,996). In addition, the work environment also has a partial influence on turnover intention, with a t-count value (3,062) which is greater than T-table (1,996). Simultaneously, the test results show that the compensation and work environment variables have a positive and significant influence on turnover intention, with the value of F-count (12,735) which is greater than F-Table (3.29). The R value of 0.666 shows a strong relationship between these variables, while the adjusted R square value of 0.408 shows that 40.8% of the turnover intention variation can be explained by compensation and work environment, while the remaining 59.2% is influenced by other factors not discussed in this study.

Implications of the Study

The findings of this study have important implications for the management of PT Pratama Sakti Mandala. The results suggest that fair compensation and a comfortable work environment are critical factors in reducing turnover intention and increasing job satisfaction. By making improvements to these two aspects, the company can reduce turnover intention, increase job satisfaction, and ultimately increase the productivity and image of the company in the eyes of employees and the community. The study also highlights the need for companies to pay attention to other factors that may influence turnover intention, such as job satisfaction and organizational commitment.

Conclusion

In conclusion, this study provides important insights into the effect of compensation and work environment on employee turnover intentions at PT Pratama Sakti Mandala. The results suggest that fair compensation and a comfortable work environment are critical factors in reducing turnover intention and increasing job satisfaction. The study highlights the need for companies to pay attention to these two aspects and other factors that may influence turnover intention. By making improvements to these aspects, companies can reduce turnover intention, increase job satisfaction, and ultimately increase the productivity and image of the company in the eyes of employees and the community.

Recommendations

Based on the findings of this study, the following recommendations are made:

Fair Compensation: Companies should provide fair compensation to their employees, taking into account factors such as market rates, industry standards, and employee expectations.
Comfortable Work Environment: Companies should create a comfortable work environment that enhances job satisfaction and reduces stress levels. This can be achieved by providing a safe and healthy work environment, promoting work-life balance, and encouraging open communication.
Job Satisfaction: Companies should focus on increasing job satisfaction by providing opportunities for growth and development, recognizing employee contributions, and promoting a positive work culture.
Organizational Commitment: Companies should focus on increasing organizational commitment by promoting a sense of belonging, encouraging employee involvement, and providing opportunities for career advancement.

Limitations of the Study

This study has several limitations that should be noted. Firstly, the study was conducted at a single company, PT Pratama Sakti Mandala, which may limit the generalizability of the findings. Secondly, the study used a quantitative method, which may not capture the complexity of the phenomenon being studied. Finally, the study did not control for other factors that may influence turnover intention, such as job satisfaction and organizational commitment.

Future Research Directions

Future research should focus on exploring the relationship between compensation, work environment, job satisfaction, and organizational commitment on turnover intention. Additionally, research should be conducted to identify other factors that may influence turnover intention, such as demographic characteristics, job characteristics, and organizational characteristics. Furthermore, research should be conducted to explore the effectiveness of interventions aimed at reducing turnover intention, such as training programs, performance management systems, and employee engagement initiatives.

Conclusion

Q: What is employee turnover intention?

A: Employee turnover intention is the behavior or tendency of an individual to leave members of an organization. It is a complex phenomenon that can be influenced by various factors, including compensation, work environment, job satisfaction, and organizational commitment.

Q: What are the main factors that affect employee turnover intention?

A: The main factors that affect employee turnover intention are compensation, work environment, job satisfaction, and organizational commitment. Compensation is a critical aspect of employee motivation, as it affects an employee's perception of fairness and equity. A comfortable work environment, on the other hand, can enhance job satisfaction and reduce stress levels.

Q: How does compensation affect employee turnover intention?

A: Compensation has a partial influence on turnover intention, which is proven from the value of T-count (2,721) which is greater than T-table (1,996). This suggests that fair compensation is an important factor in reducing turnover intention.

Q: How does work environment affect employee turnover intention?

A: The work environment also has a partial influence on turnover intention, with a t-count value (3,062) which is greater than T-table (1,996). This suggests that a comfortable work environment is also an important factor in reducing turnover intention.

Q: What is the relationship between compensation and work environment on employee turnover intention?

A: The test results show that the compensation and work environment variables have a positive and significant influence on turnover intention, with the value of F-count (12,735) which is greater than F-Table (3.29). This suggests that both compensation and work environment are important factors in reducing turnover intention.

Q: What is the adjusted R square value of the study?

A: The adjusted R square value of the study is 0.408, which shows that 40.8% of the turnover intention variation can be explained by compensation and work environment, while the remaining 59.2% is influenced by other factors not discussed in this study.

Q: What are the implications of the study for companies?

A: The findings of this study have important implications for companies. The results suggest that fair compensation and a comfortable work environment are critical factors in reducing turnover intention and increasing job satisfaction. By making improvements to these two aspects, companies can reduce turnover intention, increase job satisfaction, and ultimately increase the productivity and image of the company in the eyes of employees and the community.

Q: What are the limitations of the study?

A: This study has several limitations that should be noted. Firstly, the study was conducted at a single company, PT Pratama Sakti Mandala, which may limit the generalizability of the findings. Secondly, the study used a quantitative method, which may not capture the complexity of the phenomenon being studied. Finally, the study did not control for other factors that may influence turnover intention, such as job satisfaction and organizational commitment.

Q: What are the future research directions?

A: Future research should focus on exploring the relationship between compensation, work environment, job satisfaction, and organizational commitment on turnover intention. Additionally, research should be conducted to identify other factors that may influence turnover intention, such as demographic characteristics, job characteristics, and organizational characteristics. Furthermore, research should be conducted to explore the effectiveness of interventions aimed at reducing turnover intention, such as training programs, performance management systems, and employee engagement initiatives.

Q: What are the recommendations for companies based on the study?

A: Based on the findings of this study, the following recommendations are made:

Fair Compensation: Companies should provide fair compensation to their employees, taking into account factors such as market rates, industry standards, and employee expectations.
Comfortable Work Environment: Companies should create a comfortable work environment that enhances job satisfaction and reduces stress levels. This can be achieved by providing a safe and healthy work environment, promoting work-life balance, and encouraging open communication.
Job Satisfaction: Companies should focus on increasing job satisfaction by providing opportunities for growth and development, recognizing employee contributions, and promoting a positive work culture.
Organizational Commitment: Companies should focus on increasing organizational commitment by promoting a sense of belonging, encouraging employee involvement, and providing opportunities for career advancement.