The Influence of Job Insecurity and Work Stress on Turnover Intention among Female Contract Employees in the Garment Department Line A–E PT XTZ in Cimahi
DOI:
https://doi.org/10.24256/kharaj.v8i3.12408Keywords:
Job Insecurity, Work Stress, Turnover IntentionAbstract
The high turnover of female contract employees in the Garment department of PT XTZ, an integrated textile company in the City of Cimahi, throughout March–October 2025, indicates a problem with turnover intention. The national textile industry itself is facing pressure from high operating costs, dependence on imported raw materials, and competition from cheap imported products, which demands effective human resource management, especially for contract employees whose position is more vulnerable. Interview results with the labor union leader at the company show that employees experience concern about the continuity of their work contracts as well as pressure from high production targets, reprimands from supervisors, and threats of line transfers, indicating the presence of job insecurity and work stress in the workplace. This study aims to determine the effect of job insecurity and work stress on turnover intention among female contract employees in the Garment Department Line A–E PT XTZ in Cimahi, both partially and simultaneously. This study uses a quantitative approach with descriptive and quantitative associative methods. Data were collected through interviews, documents, and questionnaires administered to 50 respondents who are female contract employees in the Garment Department Line A–E PT XTZ in Cimahi, drawn from a population of 100 people and determined using the Probability Sampling technique. Data analysis used multiple linear regression testing and the coefficient of determination with the assistance of SPSS. The study shows that respondents' responses to job insecurity and work stress fall into the moderate category. Likewise, respondents' responses to turnover intention fall into the moderate category. In addition, this study shows that job insecurity has a positive effect on turnover intention, while work stress also has a positive effect on turnover intention. Furthermore, job insecurity and work stress simultaneously have an effect on turnover intention. It can be concluded that job insecurity and work stress are two factors that contribute to driving turnover intention among female contract employees in the garment department, so that managing them through transparency of work contract policies and strengthening the work climate needs to be a company concern in order to reduce employees' turnover intention.
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