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The 2nd Bengkulu International Conference on Economics, Management, Business and Accounting
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12-13 November 2024

Title Impact Of Workship, Organizational Commitments, And Job Insecurity

On Turnover Intention P.A. Avika Utama
Choose your Human Resource Management
Conference’s topic

Corresponding Name: Muhammad Hatami

Author Email: [email protected]
Institution: Universitas Muhammadiyah Bengkulu
Faculty of Bechelor of Management Student
Status: Bachelor of Management Student
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* If students, please mention the degree. Ex: Master’s degree Student / Students
(bachelor’s degree)

Contact Email:

Mobile Phone/ WhatsApp: 085789038169

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Drs. Taufik Economic and Muhammadiyah 0813-6881-2674

Bustami, M.M Business University of
Bengkulu
 IMPACT OF WORKSHIP, ORGANIZATIONAL COMMITMENTS, AND JOB
INSECURITY ON TURNOVER INTENTION P.A. AVIKA UTAMA

Muhammad Hatami1
Faculty of Economics and Business, Muhammadiyah University of Bengkulu,

The Unitary State of the Republic of Indonesia

[email protected]

Taufik Bustami2
Faculty of Economic and Business, Muhammadiyah University of Bengkulu,
The Unitary State of the Republic of Indonesia

ABSTRACT1

Turnover intention is a condition that arises as a result of the work environment not being in
accordance with what is expected. Job satisfaction is an emotional attitude that is pleasant and loves
one's job and Job Insecurity means that no one is unable to maintain job continuity under pressure
This research is a type of quantitative descriptive research. The samples taken in this research
were 34 PT respondents. Avika Utama with Validity, Reliability and Classic Assumption tests with
instruments in research using questionnaires, data processing editing, scoring and tabulating, and in
multiple linear statistical test analysis and hypothesis testing with results < α 0.05
The results of the research showed that the influence of the variables Job Satisfaction (X1),
Organizational Commitment (X2) and Job Insecurity (X3) on PT Turnover Intention. Avika Utama (Y)
From the analysis results obtained a sig value. variable (X1) is 0.01<0.05. And the value of tcount
(2.498) > ttable (1.697). From the analysis results we get a sig value. variable (X2) is 0.01<0.05. And the
value of tcount (2.525) > ttable (1.697) and from the analysis results the sig value is obtained. Job
Insecurity variable (X3) is 0.00<0.05. And the value of tcount (2,827) > ttable (1,697) shows that the
result of R Square is 0.614 or 61.4%. This means that 61.4% Tunover Intention PT. Avika Utama is
influenced by Job Insecurity, Organizational Commitment and Job Satisfaction while 39.6% of PT's
Tunover Intention. Avika Utama is influenced by other variables not included in this research
Keywords: Job Satisfaction, Organizational Commitment. Turnover Intention and Job Insecurity

1
INTRODUCTION
In the face of today's global competition, companies that sell goods and services in a variety of
ways have to be looked at through the quality of the competitiveness of human resources, as well as the
company's quality of its resources. The success of a company can only be seen from the output it
produces, but how human resource management can increase productivity regardless of the company's
reputation. A dynamic human energy resource is always needed to a purpose of an organization or
company. A corporate goal cannot be achieved without the active role of its human resources, even if the
company or organization has advanced tools and the latest techniques.
Human resources play an important role in contributing to the achievement of the company's goals
effectively and efficiently. Being aware of that, then the company needs reliable and qualified human
resources. SDM is also the most valuable asset that serves as a driving factor for any activity within the
company. In line with the purpose of the company to maintain the viability of its business then one of
them must perform efficiency against the operational costs spent. This is due to the stringent competition
between so the company takes a strategy to streamline on the SDM aspect.
Nowadays, many companies have empowered their SDMs by cooperating with labour provider
services or so-called outsourcing companies. Outsourcing companies in deepening their business
activities is essential to maintain the level of employee retention that they have given SDM is a human
asset offered to other companies that act as business partners. An effort to maintain the level of defence of
the employee can be done by preventing the emergence of turnover intentions.
Turnover intention is a condition that arises as a result of a working environment that is no longer
in line with what is expected. In order for the company not to experience a high turnover increase, the
company must nurture and empower its employees byining the welfare of its employees, and its
commitment to the organization so that its employees leave the organization. According to Zeffane (2013)
intensive turnover is the tendency or desire of an employee to voluntarily give up work from his job for
his own choice.
There are many reasons for employees to leave, one is because they have a better job, a work area
that is less satisfying with their health, unsafe co-workers, a lot of work pressure, and their incomes are
not large and they move elsewhere. workplace. For his field, poor health is not conducive to promotion.
By knowing the variables that affect satisfaction and commitment, and job insecurity, the industry can use
this information to correct the shortcomings of those variables. This could minimize the turnover attention
rate and increase the stability and efficiency of the industry.
Employment satisfaction is an important element in a company, it can consolidate an organization
or industry so that it can operate normally and effectively according to the purpose of the company.
Lower job satisfaction usually leads to higher employee turnover rates, so employee satisfaction should
be taken into account as between expectations and income received will change employee attitudes. This
is what makes employees feel uncomfortable, so they feel want to leave. However, ineffective work
satisfaction can lead to dissatisfaction, such as working conditions and conditions, safety, supervision,
and employee relationships. If a company can find the real situation, it will reduce the intention to lower
turnover, and superior employees will bring progress to the company, enabling it to compete and survive
in a stable business environment.
According to Hasibuan (2012) job satisfaction is a pleasant emotional attitude and love of work.
This attitude is reflected in work ethics, discipline and work achievement. Job satisfaction is the level of
pleasant feelings obtained from an assessment of a person's work or work experience. Onsardi dkk (2017)
defines that job satisfaction is a pleasant or unpleasant attitude experienced by employees that arises as a
result of the work done. Job satisfaction reflects a person's feelings for his work.
Job Insecurity means no one can afford to sustain the job under pressure. Kusuma (2017) is
understood as the overall concern or discomfort and uncertainty for sustainable development in the future,
which is associated with job stability, career development and a decline in income, thereby causing
anxiety and insecurity. Employees and companies should be aware that there is a sense of bond between
good job satisfaction and a good organizational commitment, which means that the company will goals
and benefits that benefit the company and employees themselves, and will indirectly prevent such
situations. It's happening. Top management meant to go.
PT. Avika Utama is one of the largest manufacturers of cement building materials in Indonesia
with the brand of Three Wheeled Cement which produces various types of quality cement, cement is the
main component of adhesive building materials construction materials construction. The name of the
problem of Turnover Intention can be a big problem for any company especially in Avika Main, because
of the many reasons employees are slowly making them want to move.
From the background description and observations encouraged the author to carry out research, so
the researchers interested to discuss it further in the form of a thesis entitled “Effects of Job Satisfaction,
Organizational Commitment, and Job Insecurity On Turnover Intention of Employees of PT.
Avika Utama”

1. Does employee satisfaction influence the turnover intention of the main Avika PT.?
2. Does the commitment of the organization influence its turnover intent.?
3. Does job insecurity influence that of the major Avika P.T.?
4. Do job satisfaction, organizational commitment and job insecurity influence the turnover
intention of Avika PT?

LITERATURE REVIEW

Turnover Intention

The Turnover Intention is a desire that leads to the employee's intention to quit his job, it can be
done voluntarily or there is the desire to move to a much better company. According to Heart (2020)
turnover intention is the tendency or degree at which an employee has the possibility to leave an agency
either voluntarily or involuntarily, due to the lack of attractiveness of the current job and the availability
of alternative jobs.
According to Nabawi (2019), the employee's turnover intention can affect the organization when
it leads to employees' decision to leave the organization, because the desire to exit comes from the
employees themselves and not the organization's desire. Melky (2022) According to Ariani (2020) the
turnover intention is the rate or intensity of the desire to exit the company, similar to the opinion made by
Melky (2022).

Job satisfaction
In the sense of job satisfaction of Aryagunawan & Heryanda (2021) says that a person not only
does a job, but also relates to any other aspect, such as interaction with colleagues, superiors,
organizational policies, and a particular working environment that allows to suit or suit him. Ida Bagus
Dwihana Parta Yuda & I Komang (2017) job satisfaction is a set of employees' feelings about pleasant or
unpleasant things about a job they face. People who express high satisfaction in their work tend to be
more productive, have higher involvement and are less likely to resign than employees who feel less
satisfied.
According to Nabawi (2019) job satisfaction is a pleasant emotional attitude and love of his job.
This attitude is reflected in work ethics, discipline, and work achievement. Here are the reasons for the
lack of employee satisfaction at a five-star hotel in the sanur area based on the results of an interview with
one of the employees regarding the employee's job satisfaction.

Life Organization
Hayati (2020) The organization's commitment is and has the desire to remain in the organization
and the level of confidence and acceptance of employees towards the goals of the Akbar organization.
(2017). Defining organizational commitment is the psychological attachment of an employee to an
organization, and can be seen in employee loyalty to the organization, motivation to combine
organizational goals and commitment to the organisation Manery (2020). Defining commitment as a
condition in which an individual stands for the organization as well as its aims and desires to maintain its
integrity in the organization Saputri (2020) Organizational commitments are the process in which
members of the organization feel that they have a stake in the well-being and success of the organisation
and the type of attitude that reflects commitments to a Jahroni organization. (2021). Akbar (2017) argues
that organizational commitment is a combination of three dimensions of behavior that can be used to
assess the degree of an employee's tendency to remain a member of the organization, or to have a long-
term career within the organization. Organizational commitment is an identification of a person's
relatively strong involvement in the organization.

Job Insecurity

Job insecurity is the threat of no longer being a permanent employee in the same company.
Employment security is a sense of insecurity that includes in it the absence of opportunity to change the
company Setiawan & Hadianto (2008). Job insecurity has a number of negative impacts as it causes
disturbances on employee attitudes, employee performance and the outside of the organization
Greenhalgh & Rosenblatt (2010). For individuals, job insecurity can lead to a decrease in psychological
well-being, anxiety, mental and psychosomatic health disorders Greenhalgh & Rosenblatt (2010).

2.1 Research Hypothesis

Kepuasan Kerja (X1)

Komitmen Organisasi Turnover Intention

(X2) (Y)

Job Insecurity (X3)

Figure 1. Conceptual Framework

Based on the problem formulation and the oretical framework described above, the researcher formulated
the following hypothesis :
H1 : Suspected Job Satisfaction significantly influenced Turnover Intention in Avika Utama.
H2 : Suspected Organizational Commitment Significantly Influential Intentioned Turnover Intentions On
PT. Avika Utama.

H3: Job Insecurity is suspected to have a significant impact on Turnover Intention in Avika Utama

H4: Supposed Job Satisfaction, Organizational Commitment and Job Insecurity have a significant
influence on Turnover Intention at Avika Utama

RESEARCH METHODS

This research is a type of quantitative descriptive research because in this research many describe
the circumstances that happen now systematically and accurately with the existence of this research
aimed to present and solve the problems that are being studied. In conducting this research, the collection
of information and data was carried out using questionnaires at Avika Utama and the implementation of
this research from December 2023 until completion.
Population

The research population this time uses the entire staff that is in the office of PT. Avika
Main as 34 employees..
Sample
The sample taken in this study was 34 respondents from Avika Utama.
RESULT AND DISCUSSION
Respondent characteristics

Data age, gender and last education of respondents, obtained data shown in the following table:

Table 1. Frequency distribution characteristic of the entire respondent

Number
No Characteristics Persentase (%)
of N = 34

1 Age
18-25 Year 5 15%
26-35 Year 8 24%
36-45 Year 14 41%
>45 Year 7 21%
2 Gender Type
Man 30 88%
Female 4 12%
3 Education
SMA 23 68%
Diploma/Sarjana 11 32%
Source: P.T. Avika Utama Management
Classical Assumptions

This study aims to find out the impact of Job Satisfaction, Organizational Commitment and Job
Insecurity on Turnover Intention in Avika Main. The sample in this study was an employee who worked
at the Avika Primary Department, with a total of 34 respondents. The study was conducted in May 2024.
In this study, the tool used to analyze data is the SPSS version 24 software application.

1. Nomrality test

Testing Prerequisites analysis before performing double linear regression. The prerequisite used in
this study is the normality test, which is used with the help of SPSS 24. The results of the prerequited
analysis test are presented as follows: There are two ways to detect whether residues are distributed
normally or not, namely by graphical analysis and statistical testing. It is said to meet normality if the
residual value is greater than 0.05. Normality tests can be tested using the Klosmogorov-Smirov model.
Hypothesis used:

H0: normal distributed residual

H1: normal non-distributed residue

The results of the numerality test can be seen in the following table:

Table 2.Normality Test

One-Sample Kolmogorov-Smirnov Test

Unstandardize
d Residual

N 34

Normal Parametersa,b Mean .0000000

Std. Deviation 1.02070607

Most Extreme Differences Absolute .107

Positive .069

Negative -.107

Test Statistic .107

Asymp. Sig. (2-tailed) .200c,d

 Figure 1. Normality Test Diagram

The results shown in tables and diagrams show that the Asymp. Sig. (2-tailed) value is 0.200 where
the value is greater than 0.05 so that the H0 condition is accepted and it is concluded that the normality
assumption is fulfilled.

2. Multicolinearity test
The multicolinearity test aims to test whether the regression model found exists a correlation
between free variables. (2013). To test multicolinearity by looking at the VIF values of each independent
variable, if the value of VIF < 10, then can be concluded data free of symptoms of multicolinerity and for
the results of the test Multicolinarity in this study can be seen in the following table:

Table 3. Multicolinearity test

Collinearity Statistics
Model t Sig.
Tolerance VIF

1 (Constant) 2.12 .042

6

Kepeuasan Kerja 2.49 .018 .783 1.276

8

Komitmen 2.52 .017 .824 1.213

Organisasi 5

Job Insecurty 2.82 .008 .670 1.494

7

a. Dependent Variable: Tunover Intention

 From the above test results it can be seen that in this study it is free of symptoms of multicolinerity
with VIF Satisfaction at Work (1.276), Organizational Commitment (1.213), and Job Insecurty (1.494) <
10.

3. Heteroscience test

The heteroskedastisity test aims to test whether in a regression model there is an inequality of
variance from the residual of one observation to another observation Sugiyono (2015). If the variance of
the residual from one observation to the other is constant, then it is called homosexuality and if it is
different, it is known as heterosexualism. A good regression model is that homosexuality or non-
heteroscience occurs. How to decipher it by looking at the graph between the bound competitive
prediction value (ZPRED) and its residual (SRESID).

Figure 2 Heteroscadastisity test

Detection of the absence of heterocedicity can be done by seeing there is no existence of a

particular pattern on the chart between SRESID and ZPRED where the axis Y is Y that has been
predicted, and the Axis X is residual (Y prediction – Y real) that has distudentized its analysis and from
the diagram above in can obtain the following results:

1) No specific pattern such as the existing point forms a certain orderly pattern (wavelets spread
then narrow) then identify no occurrence of heteroskedicity.

2) No clear pattern as well as points that spread above and below the zero numbers on the Y axis,
then it can be understood that there does not occur heterocedad.

Double Linear Regression Test

Double regression analysis is used to determine the impact between job satisfaction (X1)
and Organizational commitment (X2) Job Insecurty (X3) Tunover intention (Y). Besides, to find
out the extent to which the influence between free variables and bound variables Sugiyono
(2013).

As for the general forms of double regression equations used in this study are as follows:
 Table 4. Double Linear Regression Test Results

Variabel
Koefisien B
Independen
(Constant) 6.156
Kepeuasan Kerja .278
Komitmen Organisasi .366
Job Insecurty .384

Y = 6.156+ 0.278 X1+ 0.366 X2+ 0.384 X3+ e

Description:

Y = Tunover Intention

a = Constanta

X1 = Satisfaction of Work

X2 = Organizational Commitment

X3 = Job Insecurty

b1.b2. b3 = Size of the regression coefficient of each variable

e = error

Based on the results of testing with the double linear regression method, to test the influence of
independent variables, namely Satisface of Work, Organizational commitment and job insecurity on the
dependent variable Turnover Intent of PT. Avika Principal with a constant value of 6.156.

1. The constant of 6.156 means that if Job Satisfaction (X1), Organizational Commitment (X2)
and Job Insecurty (X3) do not exist then the Turnover Intention of PT. Avika Main is 6.156.
2. The X1 regression coefficient of 0.278 means that each Job Satisfaction will increase the
Turnover Intention of P.A. Principal by 0.278.
3. The X2 regression coefficient of 0.366 means that every increase in the Organization's
Commitment will reduce the Turnover Intention by 0.245.
4. The X3 regression coefficient of 0.384 means that every decrease in the Job Insecurty will
reduce the Turnover Intention by 0.384.

Hypothesis Test
Hypothesis testing is used to determine the influence of the variables of Job Satisfaction, Organizational
Commitment and Job Insecurity on Turnover Intention PT. Avika Principal. Double linear regression
analysis is selected to analyze the submission of the hypothesis in this study.
1 Test Significance Individual Parameters (Uji Statistik t)
It's basically used to figure out how much influence each free variable (X) has on a bound
variable. (Y). The t test is performed by comparing the thitung value with the ttable, with a
significant gradient of 5%. If the thiting value > ttable then H0 is rejected Ha is accepted, meaning
 there is a significant influence between each independent variable and each dependent variable. If
thitung values

Table 5. Results of Statistical Tests

Standardized
Coefficients
Model Beta t Sig.

1 (Constant) 2.126 .042

Kepeuasan Kerja .320 2.498 .018

Komitmen .315 2.525 .017

Organisasi

Job Insecurty .392 2.827 .008

a. Dependent Variable: Tunover Intention

1 Effect of the Work Satisfaction Variable (X1) on the Turnover Intention of PT. Avika Principal
(Y) From the results of the analysis, the variable sig. value of X1 is 0.01< 0.05 and the thitung
value (2.498) > ttable (1.697), then H0 is rejected and H1 is accepted. It can be partially
concluded that there is an influence between Job Satisfaction (X1) and Turnover Intention PT.
(Y).
2 The impact of the variable Organization Commitment (X2) on the Turnover Intention of PT.
Avika Principal (Y) From the results of the analysis obtained the sig. value of variable (X2), of
0.01< 0.05. And the thitung value (2.525) > ttable (1.697), then H0 is rejected and H1 is
accepted. It can be partially concluded that there is an influence between the Organizational
Commitment (X2) on the Turnover Intention of PT. (Y).

3 Impact of Job Insecurty variable (X3) on Turnover Intention PT. Avika Main (Y) From the
results of the analysis obtained the value of the variable sig. Job insecurity (X3), of 0.00< 0.05.
And thitung value (2.827) > table (1.697), then H0 is rejected and H1 is accepted. It can be
partially concluded that there is an influence between Job Insecurty (X3) and Turnover
Intention PT. (Y).
4 Seeing from the t test on the variable Job Satisfaction (X1), Organizational Commitment (X2),
Job Insecurty (X3) constantly has a significant influence on the Turnover Intention variable PT.
Avika Main (Y). With an analysis result of 0.04< 0.05. And thitung value (2.126) > ttable
(1.697).

2. Simultaneous Significance Test (Uji Statistik f)

The f test is used to show whether all the independent variables that exist in this regression model
have a combined effect on the dependent variable. The following can be seen in the f test results table
below:
 Table 6. 10 Results of Statistical Test F

ANOVAa
Sum of Mean
Model Squares df Square F Sig.

1 Regression 54.678 3 18.226 15.904 .000b

Residual 34.381 30 1.146

Total 89.059 33

a. Dependent Variable: Tunover Intention

b. Predictors: (Constant), Job Insecurty, Komitmen Organisasi, Kepeuasan Kerja

Based on the results of the regression above known significant value for the influence of Job
Insecurty, Organization Commitment and Labor Satisfaction jointly to Tunover Intention is 0.00. Known
value of Fcomputation is 15.904 and value FTable 3,316, so the value FComputation (15.904) > Ftable
(3.316) with a significant value of 0.00 > 0.05 then, H0 rejected and H3 accepted. It can be concluded that
Job Insecurty, Organizational Commitment and Job Satisfaction together have a significant impact on
Tunover Intention PT. Avika Main (Y).

3. Determination Coefficient Test (R2)

Determination coefficients are used to measure how far the model's ability to describe variance
variables depends. Here's a table of double regression analysis results.

Table 7. Results of the Determination Coefficient Test (R2)

Model Summary
Adjusted R Std. Error of
Model R R Square Square the Estimate

1 .784a .614 .575 1.071

a. Predictors: (Constant), Job Insecurty, Komitmen

Organisasi, Kepeuasan Kerja

The table shows that the result of R Square is 0.614 or 61.4%. This means that 61.4% of Tunover
Intention PT. Avika Principal was influenced by Job Insecurty, Organizational Commitment and
Employment Satisfaction while 39.6% Tunover Intent PT.

DEFINITIONS AND FACTS

Impact of Job Satisfaction on Tunover Intention

Turnover intention is a classic problem that entrepreneurs always face. If the change is due to the
age factor, then the company can anticipate by preparing cadres to replace the employee's position. But if
the change of employee is caused by the resignation, then it will complicate the company because of the
implementation of the program of work that has been set by the company.
 Job satisfaction is the feeling of satisfaction and enjoyment in his work by gaining praise for good
work, placement or promotion of the post, and also the extent of the reward that will be received from the
results of his work. Employment satisfaction is categorized in work, out of work, as well as in and out of
the combination of work from the results of the analysis obtained variable sig. value (X1) of 0.01< 0.05
and thit value (2.498) > table (1.697), then H0 is rejected and H1 is accepted. It can be partially concluded
that there is an influence between Job Satisfaction (X1) and Turnover Intention of P.T. Avika Principal
(Y).

This is in line with a study conducted by Susanti & Halilah (2019) which concluded that there is a
strong relationship between job satisfaction and the employee's intention to move. Based on the results of
the descriptive test, the pay dimension on the job satisfaction variable has the lowest mean value. This
refers to the low level of employee satisfaction with the salary they receive. While intent to quit on the
turnover variable intention has the highest value, this indicates the high degree of employee intention to
quit/resign. Anastia (2021) has found that employee satisfaction has a significant influence on turnover
intentions. The higher the job satisfaction, the lower the turnover intention of the company. Based on the
results of this research, it is expected that the PT. Dipo International Automotive Remuneration to
maintain employee satisfaction so that the employee is not comfortable working and there is no intention
to leave the company. Based on the Yantu study (2023) with the results of the research proved that
statistical hypotheses fulfilling the criteria where H0 was rejected and Ha received or job satisfaction had
a positive influence on turnover intention. Based on the results of the analysis, it can be concluded that
when job satisfaction increases, turnover intention also increases.

Impact of Organization Commitment on Tunover Intention

Another reason that may cause employees to want to leave the company is a decrease in the level of
organizational commitment of employees. Increased commitment is linked to increased productivity and
lower turnover intentions. Organizational commitment is an important dimension of behavior, which can
be used to assess the employee's tendency to survive as a member of the company.

From the results of the research that has been carried out, we obtained the analysis with the variable
sig. value (X2) of 0.01< 0.05 and the thitung value (2.525) > ttable (1.697), then H0 was rejected and H1
was accepted. It can be partially concluded that there is an influence between the Organization
Commitment (X2) and the Turnover Intention of the P.T. Avika Principal (Y).

This is in line with the research conducted by Firdaus & Lusiana, (2020). The results of the
research showed that organizational commitment and job satisfaction both partially and simultaneously
have a significant negative impact on the turnover intention of employees at P.T. Decorindo Nature
Wood. This impact has the meaning that the higher the level of organizational engagement and
employment satisfaction, then the behavior of turnover intent will decrease, so also the contrary the lower
the degree of organisational commitments and satisfaction of employment, the turnovers intention
behaviour will increase.

The impact of Job Insecurty on Tunover Intention

One factor that affects the occurrence of job insecurity in employees can be seen with the presence
of work volume at the end of the month accumulated as well as (double job) with the target tracking
system so that it is not uncommon for employees to complain with the existence of (dual job) at the late
month. It can affect employees in the short or long term. The weakness of work itself has a long-term and
temporary impact. The intention of an employee to leave his own job is called the intention to move.
However, such desires can be triggered by various organizational and non-organizational factors. The
purpose of this Turnover Intention plan is for employees to be able to quit at their own discretion for
various reasons. Turnover Intention is emphasized as an important component that triggers a decrease in
execution influenced by various factors. In addition, Turnover Intention has emerged as a significant
research topic for organizational and human resource development

From the results of the analysis in this study obtained the value of the variable sig. Job Insecurty
(X3) of 0.00< 0.05. and thitung value (2.827) > ttable (1.697), then H0 was rejected and H1 received. It
can be partially concluded that there is an influence between Job Insecurty (X3) and Turnover Intention
PT. (Y).

This is in line with research carried out by Risambessy (2023) Job insecurity has a positive and
significant influence on turnover intention on employees of sales section Credit Plus (PT Finansia Multi
Finance) Branch Ambon. Results indicate when job insecurity is high can increase the potential for
turnover intention. The results of the research conducted by Syamsul (2022) with the first test showed that
job insecurity (X1) and workload (X2) influence variables simultaneously have a positive and significant
influence on turnover intention (Y) in PT. Gorontalo access telecom is 0.856 or 85.6%. The result of the
second test shows that job Insecurity(X1) partially has a positive influence and significant effect on the
turnover intent (Y), in P.T.Gorontalo Access telecom was 0.343 or 34.3%.

CONCLUSION
This study explains the impact of Job Satisfaction, Organizational Commitment and Job Insecurity
on Turnover Intention on Avika Main. From the purposes of the research described in chapter 1 and the
results of the data tests carried out and the explanations presented in the previous chapter IV, the
following conclusions can be drawn:

1. The higher the employee’s job satisfaction, the lower the company’s turnover intention. Based
on the results of this research then it is expected for PT. Avika Main to maintain employee
satisfaction so that the employee is not comfortable working and no intention to leave the
Company
2. The higher the level of organizational commitment and job satisfaction, then the behavior of
turnover intention of PT. Avika Principal will decrease, as well as the otherwise the lower the
degree of organisational engagement and satisfaction of the job, then turnover behaviour of the
PT
3. Job insecurity has a positive and significant influence on turnover intentions on Avika
Principal.

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