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Abstract
Human resource management is a critical priority that must be continuously enhanced by corporate managers. Effective human resource management is essential for enabling employees to deliver their optimal performance to the company. Conversely, poorly managed employees experience a decline in work motivation and organizational loyalty, which ultimately triggers turnover intention. According to the Deloitte Global Millennial Survey (2019), approximately 49 percent of millennial employees intend to leave their current jobs within the next two years. This study investigates the key factors influencing turnover intention using Principal Component Analysis (PCA) to help companies retain competent human resources and achieve their strategic objectives. The study population comprises millennial employees in Medan City, with a sample of 350 respondents selected via the Lemeshow (1997) technique. Data analysis followed standard PCA procedures, including the Kaiser-Meyer-Olkin (KMO) measure, Bartlett’s Test of Sphericity, correlation matrix examination, factor extraction, and interpretation. The PCA results successfully reduced eight correlating variables into two distinct components: positive internal factors (Job Resources) and work pressure factors (Job Demands).
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References
- Afandi, P. (2018). Manajemen Sumber Daya Manusia: Teori, Konsep dan Indikator. Riau: Zanafa Publishing.
- Allen, N. J., & Meyer, J. P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational Psychology, 63(1), 1–18. https://doi.org/10.1111/j.2044-8325.1990.tb00506.x
- Anggreani, R. (2021). Pengaruh job demands dan job resources terhadap turnover intention karyawan generasi milenial. Jurnal Ilmiah Manajemen Bisnis dan Inovasi, 8(2), 245–259.
- Deloitte. (2019). The Deloitte Global Millennial Survey 2019: Societal discord and technological disruption create a generation disrupted. Deloitte Global.
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- Dwihana, A., Sasono, E., Wanuri, W., & Emiyati, D. W. (2017). The effect of job stress and workload on turnover intention. Management Science Letters, 10(16), 3873–3878. https://doi.org/10.5267/j.msl.2020.7.024
- Halim, F. (2023). Integrasi model tuntutan pekerjaan dan sumber daya pekerjaan terhadap loyalitas karyawan generasi muda. Jurnal Riset Bisnis dan Manajemen, 16(3), 112–125.
- Halimah, N., & Faris, M. (2023). Pengaruh kompensasi finansial dan non-finansial terhadap retensi karyawan di era digital. Jurnal Administrasi Bisnis, 19(2), 89–104.
- Hotelling, H. (1933). Analysis of a complex of statistical variables into principal components. Journal of Educational Psychology, 24(6), 417–441. https://doi.org/10.1037/h0071325
- Jufrizen, J., & Pratiwi, S. (2021). Pengaruh kepuasan kerja dan stres kerja terhadap turnover intention dengan komitmen organisasi sebagai variabel intervening. Jurnal Ilmiah Manajemen dan Bisnis, 22(1), 13–29. https://doi.org/10.30596/jimb.v22i1.5647
- Lemeshow, S., Hosmer, D. W., Klar, J., & Lwanga, S. K. (1990). Adequacy of sample size in health studies. Chichester: John Wiley & Sons.
- Maslach, C., & Jackson, S. E. (1981). The measurement of experienced burnout. Journal of Organizational Behavior, 2(2), 99–113. https://doi.org/10.1002/job.4030020205
- Mobley, W. H. (1982). Employee Turnover: Causes, Consequences, and Control. Reading, MA: Addison-Wesley.
- Nur Laily, F. (2019). Dampak ketidakamanan kerja (job insecurity) terhadap motivasi dan intensi keluar karyawan kontrak. Jurnal Ilmu Manajemen, 7(3), 678–690.
- Piartini, P. S. (2020). Mengelola burnout dan job insecurity untuk menurunkan turnover intention karyawan perbankan. Jurnal Kajian Manajemen Bisnis, 9(2), 101–114.
- Sembiring, R. (2020). Pengaruh lingkungan kerja fisik dan non-fisik terhadap kinerja melalui kepuasan kerja. Jurnal Ilmiah Magister Manajemen, 3(1), 45–56.
- Suparyanto, S. (2019). Manajemen Sumber Daya Manusia: Strategi Abad ke-21. Yogyakarta: Andi Offset.
- Watuseke, M. (2019). Hubungan antara kelelahan kerja (burnout) dengan intensi turnover pada tenaga kerja operasional. Jurnal Psikologi Kerja, 6(4), 210–223.
- Widayati, C. (2019). Dampak kepuasan kerja dan lingkungan kerja terhadap turnover intention pada badan layanan publik. Jurnal Riset Manajemen, 22(2), 113–129.
- Yadewani, D. (2021). Analisis jalur pengaruh kompensasi dan pengembangan karier terhadap turnover intention karyawan milenial di Kota Medan. Jurnal Bisnis dan Manajemen, 8(1), 77–88.
References
Afandi, P. (2018). Manajemen Sumber Daya Manusia: Teori, Konsep dan Indikator. Riau: Zanafa Publishing.
Allen, N. J., & Meyer, J. P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational Psychology, 63(1), 1–18. https://doi.org/10.1111/j.2044-8325.1990.tb00506.x
Anggreani, R. (2021). Pengaruh job demands dan job resources terhadap turnover intention karyawan generasi milenial. Jurnal Ilmiah Manajemen Bisnis dan Inovasi, 8(2), 245–259.
Deloitte. (2019). The Deloitte Global Millennial Survey 2019: Societal discord and technological disruption create a generation disrupted. Deloitte Global.
Delawati, S. (2024). Analisis komitmen organisasi dalam memitigasi niat berpindah karyawan pada sektor swasta. Jurnal Manajemen Analisis Ekonomi, 12(1), 34–48.
Dwihana, A., Sasono, E., Wanuri, W., & Emiyati, D. W. (2017). The effect of job stress and workload on turnover intention. Management Science Letters, 10(16), 3873–3878. https://doi.org/10.5267/j.msl.2020.7.024
Halim, F. (2023). Integrasi model tuntutan pekerjaan dan sumber daya pekerjaan terhadap loyalitas karyawan generasi muda. Jurnal Riset Bisnis dan Manajemen, 16(3), 112–125.
Halimah, N., & Faris, M. (2023). Pengaruh kompensasi finansial dan non-finansial terhadap retensi karyawan di era digital. Jurnal Administrasi Bisnis, 19(2), 89–104.
Hotelling, H. (1933). Analysis of a complex of statistical variables into principal components. Journal of Educational Psychology, 24(6), 417–441. https://doi.org/10.1037/h0071325
Jufrizen, J., & Pratiwi, S. (2021). Pengaruh kepuasan kerja dan stres kerja terhadap turnover intention dengan komitmen organisasi sebagai variabel intervening. Jurnal Ilmiah Manajemen dan Bisnis, 22(1), 13–29. https://doi.org/10.30596/jimb.v22i1.5647
Lemeshow, S., Hosmer, D. W., Klar, J., & Lwanga, S. K. (1990). Adequacy of sample size in health studies. Chichester: John Wiley & Sons.
Maslach, C., & Jackson, S. E. (1981). The measurement of experienced burnout. Journal of Organizational Behavior, 2(2), 99–113. https://doi.org/10.1002/job.4030020205
Mobley, W. H. (1982). Employee Turnover: Causes, Consequences, and Control. Reading, MA: Addison-Wesley.
Nur Laily, F. (2019). Dampak ketidakamanan kerja (job insecurity) terhadap motivasi dan intensi keluar karyawan kontrak. Jurnal Ilmu Manajemen, 7(3), 678–690.
Piartini, P. S. (2020). Mengelola burnout dan job insecurity untuk menurunkan turnover intention karyawan perbankan. Jurnal Kajian Manajemen Bisnis, 9(2), 101–114.
Sembiring, R. (2020). Pengaruh lingkungan kerja fisik dan non-fisik terhadap kinerja melalui kepuasan kerja. Jurnal Ilmiah Magister Manajemen, 3(1), 45–56.
Suparyanto, S. (2019). Manajemen Sumber Daya Manusia: Strategi Abad ke-21. Yogyakarta: Andi Offset.
Watuseke, M. (2019). Hubungan antara kelelahan kerja (burnout) dengan intensi turnover pada tenaga kerja operasional. Jurnal Psikologi Kerja, 6(4), 210–223.
Widayati, C. (2019). Dampak kepuasan kerja dan lingkungan kerja terhadap turnover intention pada badan layanan publik. Jurnal Riset Manajemen, 22(2), 113–129.
Yadewani, D. (2021). Analisis jalur pengaruh kompensasi dan pengembangan karier terhadap turnover intention karyawan milenial di Kota Medan. Jurnal Bisnis dan Manajemen, 8(1), 77–88.