Turnover Intention: Peran Job Insecurity dan Organizational Trust pada Karyawan Toserba

Zhazid Nur Muhammad, Retno Dwiyanti*, Ugung Dwi Ario Wibowo, Pambudi Rahardjo

Abstract

The decrease in employee performance can be attributed to turnover intention within the corporate or organizational environment. This study examines the effects of job insecurity and organizational trust on turnover intention among employees of Department Store X. This research used quantitative methods with a sample size of 95 employees of Toserba X. Data collection in this study used the job insecurity scale which had a reliability coefficient of 0.908, the organizational trust scale had a reliability coefficient of 0.932, and the turnover intention scale had a reliability coefficient of 0.971. The analytical method used is multiple linear regression. Based on the conducted analysis on the influence of job insecurity and organizational trust on turnover intention among Department Store X employees, it was found that there is a significant effect of job insecurity and organizational trust on turnover intention. Job insecurity contributes 77.3% to turnover intention, and organizational trust contributes 38.1% to turnover intention