The Influence of Compensation, Work Environment and Position Promotion on Turnover Intention with Intervening Variables Employee Organizational Commitment in Implementing Line at PT. PLN (Persero) Main Unit for Suluttenggo Region

Abstract

The growth of an organization will be constrained if an organization cannot maintain a productive and enthusiastic workforce at work, its expansion will be limited. PT PLN (Persero) is a state-owned enterprise that covers all aspects of the electricity system in Indonesia. This study aims to determine the effect of compensation, work environment and promotion directly affect Turnover Intention or indirectly through the Organizational Commitment of implementing employees at PT. PLN (Persero) UIW Suluttenggo. The research sample consisting of 104 employees was taken for this study using a purposive sampling technique from a total population of 282 executive employees. Questionnaire data collection was carried out using the Google form, and questionnaires were sent using the WhatsApp messaging application. Structural Equation Modeling (SEM) using the SPSS 26 and Amos 22 applications is a data analysis method used in this study that takes a quantitative approach. The findings show that direct compensation does not have a significant negative effect on turnover intention and does not have a significant positive effect on organizational commitment. Position directly does not have a significant negative effect on turnover intention and does not have a significant positive effect on organizational commitment. Meanwhile, organizational commitment has a negative and significant effect on Turnover Intention. Furthermore, the indirect relationship between compensation, work environment and promotion has no effect on Turnover Intention through the intervening variable of organizational commitment to executive employees at PT. PLN (Persero) UIW Suluttenggo.