Turnover Intention in Relation to Job Stress and Workload Among Male and Female Employees at PT. Matahari Department Store Tbk, Medan

Anggi Derissa Putri  Sianturi; Lamtiur  Melinda; Yosephine Deborah  Situmorang; Kharine Tiatira  Sirait; Sri  Hartini

doi:10.32734/jomas.v5i2.20273

Authors

Anggi Derissa Putri Sianturi Faculty of Psychology, Prima Indonesia University, Medan, North Sumatra
Lamtiur Melinda Faculty of Psychology, Prima Indonesia University, Medan, North Sumatra
Yosephine Deborah Situmorang Faculty of Psychology, Prima Indonesia University, Medan, North Sumatra
Kharine Tiatira Sirait Faculty of Psychology, Prima Indonesia University, Medan, North Sumatra
Sri Hartini Faculty of Psychology, Prima Indonesia University, Medan, North Sumatra

DOI:

https://doi.org/10.32734/jomas.v5i2.20273

Keywords:

Turnover Intention, Job Stress, Workload, Gender Differences, Retail Industry, Employee Retention, PT. Matahari Department Store

Abstract

This study explores the relationship between job stress, workload, and turnover
intention among male and female employees at PT. Matahari Department Store
Tbk, Medan. Using a quantitative approach, data were collected from 133
employees through validated questionnaires measuring turnover intention, job
stress, and workload. The study employed multiple linear regression analysis
using SPSS Statistics 25 to examine the influence of the independent variables.
The findings reveal that both job stress and workload significantly affect
employees' turnover intention. Job stress has a positive and significant effect with
a beta coefficient of 0.511 (p = 0.000), while workload also shows a significant
positive effect with a beta coefficient of 0.473 (p = 0.000). The regression model
demonstrates a strong explanatory power, with an adjusted R² value of 0.941,
indicating that 94% of the variance in turnover intention is explained by job stress
and workload. The remaining 6% is attributed to other unmeasured factors. These
results underscore the need for organizations to address workplace stressors and
manage workloads effectively to reduce employee turnover, especially when
considering gender-related experiences in the work environment