JOSR: Journal of Social Research
Desember 2022, 2 (1), 79-87
p-ISSN: 2827-9832 e-ISSN: 2828-335x
Available online at http:// https://ijsr.internationaljournallabs.com/index.php/ijsr
http://ijsr.internationaljournallabs.com/index.php/ijsr
THE EFFECT OF WORKLOAD AND COMPENSATION SYSTEM
ON TURNOVER INTENTION WITH JOB SATISFACTION AS A
MEDIATING VARIABLE IN PT. XYZ
Vindi Putri Kurnia Illahi, Rahmi Fahmy, Laura Syahrul
Faculty of Economics and Business, Andalas University, Padang, Indonesia
vindikurnia1@gmail.com, rahmifahmy@eb.unand.ac.id,
laurasyahrul@gmail.com
Abstract (Indonesia)
Received:
Revised:
Accepted:
November 29,
2022
Desember 01, 2022
Desember 03, 2022
Latar Belakang: Masalah keterbatasan Sumber Daya
Manusia (SDM) dan persaingan merupakan penghambat
utama bagi pertumbuhan industri terutama pada industri
perbankan. Permasalahan tersebut kemudian juga
menimbulkan permasalahan lain seperti tingginya tingkat
turnover karyawan yang kini telah menjadi persoalan
tersendiri bagi banyak perusahaan. Tingginya tingkat
turnover karyawan yang dialami sebuah perusahaan dapat
diprediksi dari seberapa besar keinginan berpindah yang
dimiliki anggota perusahaan ke perusahaan yang lainnya.
PT. XYZ merupakan salah satu perusahaan perbankan
syariah yang mengalami kenaikan tingkat turnover
karyawannya dari tahun ke tahun.
Tujuan: Penelitian ini bertujuan untuk mengkaji dan
membangun model konseptual mengenai pengaruh beban
kerja dan sistem kompensasi terhadap turnover intention
dengan kepuasan kerja sebagai variabel mediasi pada PT.
XYZ.
Metode: Penelitian ini menggunakan teknik non-
probability sampling dengan sampel yang digunakan
adalah berjumlah 70 orang karyawan tetap melalui
penyebaran kusioner.
Hasil: Penelitian ini menemukan bahwa bahwa kepuasan
kerja tidak memediasi pengaruh antara beban kerja
terhadap turnover intention, namun kepuasan kerja mampu
memediasi variabel sistem kompensasi terhadap turnover
intention pada PT. XYZ.
Kesimpulan: PT. XYZ belum mampu memberikan beban
kerja yang sesuai dengan kemampuan karyawan nya,
ditambah dengan kompensasi yang dinilai tidak sesuai
Vindi Putri Kurnia Illahi, Rahmi Fahmy, Laura Syahrul / JOSR: Journal of Social Research,2(1),
79-87
The Effect of Workload and Compensation System on Turnover Intention with Job
Satisfaction as a Mediating Variable in PT. Xyz 80
dengan beban kerja yang diberikan sehingga menurunkan
tingkat kepusan kerja karyawan yang pada akhirnya
meningkatkan intensitas turnover intention karyawan pada
PT. XYZ.
Kata kunci: beban kerja; sistem kompensasi; kepuasan
kerja; turnover intention.
Abstract (English)
Background: The problem of limited Human Resources
(HR) and competition is a major obstacle to the growth of
the industry, especially in the banking industry. This
problem then also causes other problems such as the high
employee turnover rate which has now become a separate
problem for many companies. The high employee turnover
rate experienced by a company can be predicted by how
much desire to move company members have to other
companies. PT. XYZ is one of the Islamic banking
companies that has experienced an increase in the turnover
rate of its employees from year to year.
Objective: This study aims to examine and build a
conceptual model of the effect of workload and
compensation systems on the turnover intention with job
satisfaction as a mediating variable in PT. XYZ.
Method: This study used a non-probability sampling
technique with the sample used being 70 permanent
employees through the distribution of questionnaires.
Results: This study found that job satisfaction does not
mediate the effect of workload on turnover intention, but job
satisfaction can mediate the variable of the compensation
system against turnover intention in PT. XYZ.
Conclusion: PT. XYZ has not been able to provide a
workload that is by the abilities of its employees, coupled
with compensation that is not by the workload that is fished
so as to reduce the level of employee work loss which
ultimately increases the intensity of employee turnover
intention at PT. XYZ.
Keywords: workload; compensation system; job
satisfaction; turnover intention.
*Correspondent Author: Vindi Putri Kurnia Illahi
Email: vindikurnia1@gmail.com,
Vindi Putri Kurnia Illahi, Rahmi Fahmy, Laura Syahrul / JOSR: Journal of Social Research,2(1),
79-87
The Effect of Workload and Compensation System on Turnover Intention with Job
Satisfaction as a Mediating Variable in PT. Xyz 81
INTRODUCTION
Human Resource Management is very important and is the focus of many
organizations in achieving competitive advantage. Human Resources are resources that
have many advantages over other resources in the organization or company. Without
Human Resources the company will have no meaning even though the company has
various other resources such as new machines, a lot of capital, there is energy, there are
raw materials, and others. Everything will be in vain if it is not managed and run properly
by Human Resources. The problem of limited human resources (HR) and competition is
the main obstacle to industrial growth, especially in the banking industry.
PT. XYZ is one of the Islamic banks operating in West Sumatra Province. The
following is presented data on the turnover of PT. XYZ for the period 2019-2021 as shown
in table 1.
Table 1.1 Employee Turnover Data
PT. XYZ 2019-2021
No
Year
Resign
Employees
(Resign
Employee)
Employee Turnover
%
(Employee Turnover)
1.
2019
20
28,16%
2.
2022
28
40,57%
3.
2021
10
14,49%
Source: Data processed, PT. XYZ
Based on PT. XYZ over the past three years, starting from 2019 to 2021 in the table
above, shows avery high turnover rate of 40.57% in 2020 and 2 8.16% in 2019. Another
condition that occurs at Bank Muamalat, West Sumatra Province, is the high workload on
employees, especially banking staff. Coupled with the fact that the world is being hit by the
Covid-19 pandemic, where this outbreak greatly affects the rate of smoking. Many
employees are laid off or even laid off.
The turnover rate is said to be high if the value is more than 10% per year, (sakinah,
2008). Many factors affect the turnover rate of a company. A previous study conducted
(Sutikno, 2020) revealed that there is an influence of workload and compensation system
on Turnover Intention through job satisfaction. This statement is reinforced by a recent
study conducted by (Novel & Marchyta, 2021a) where it was found that there is an
influence of workload and compensation system on the turnover intention with job
satisfaction as a mediating variable.
This lack of attention to workload and compensation system will have an impact
on the employee's job satisfaction. Job satisfaction is an important variable because the
satisfaction obtained will also determine a person's positive view of work. To clarify and
find out employee job satisfaction, the author conducted a pre-survey of 70 PT employees
XYZ. The following is a recap of the results of the pre-survey on job satisfaction of PT.
XYZ:
Vindi Putri Kurnia Illahi, Rahmi Fahmy, Laura Syahrul / JOSR: Journal of Social Research,2(1),
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The Effect of Workload and Compensation System on Turnover Intention with Job
Satisfaction as a Mediating Variable in PT. Xyz 82
Table 1.2 Recap of Presurvey Results Job satisfaction
No
Question
Answer
Satisfied
Not Satisfied
1.
Your level of satisfaction with the tasks/work you
are currently doing?
30
40
2.
The level of satisfaction do you have with the
compensation (salary and incentives) you receive
from the company?
17
53
3.
Your level of satisfaction with the way leaders
provide oversight in your work?
46
24
4.
Your level of satisfaction with the work
environment and work facilities (work equipment,
canteens, places of worship, meeting places)
available in the company?
23
47
5.
Your level of satisfaction with the working hours
assigned to complete a load of tasks received?
19
51
6.
Your level of satisfaction working with your
current line of work?
48
22
SUM
183
237
Source: Processed from the results of the pre-survey questionnaire
Based on Table 1.2 shows that in general employees are relatively dissatisfied at
work. This can be seen from the results of the pre-survey, where four of the six indicators
of job satisfaction show employee dissatisfaction. However, there are still two indicators
that provide satisfaction to employees in carrying out their work.
The results of this pre-survey explained that the low level of employee job
satisfaction is largely influenced by the perceived workload and compensation received.
Research conducted by (Safitri & Astutik, 2019a) found that there is an effect of workload
on job satisfaction. This shows that excessive workload will cause a decrease in employee
job satisfaction. In line with that, another study on the compensation system conducted by
(Rahayu & Riana, 2017) found the result that compensation affects job satisfaction. This
shows that the higher the compensation given, the level of employee job satisfaction at
work will also increase.
RESEARCH METHODS
This research uses quantitative methods with a survey research design approach.
A survey research design is a quantitative research procedure carried out to obtain an
explanation of the attitudes, behaviors, and traits of the population obtained through the
sample population (Creswell, 2012).
This research focuses on PT. XYZ is engaged in Islamic banking. Sampling in
this study was carried out using a type of non-probability sampling. According to (Sekaran
& Bougie, 2010) non-probability sampling is a sampling design in which elements in a
population do not have an equal opportunity for each element or member of the population
to be selected to be sampled. The chosen non-probability sampling method is saturated
sampling (census), due to the relatively small number of populations. Saturated sampling
is a sampling technique when all members of the population are used as samples
(Sujarweni, 2014).
So the sample used is equal to the total population, namely all permanent
employees at PT. XYZ which numbered 70 people. Thus the use of the entire population
Vindi Putri Kurnia Illahi, Rahmi Fahmy, Laura Syahrul / JOSR: Journal of Social Research,2(1),
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The Effect of Workload and Compensation System on Turnover Intention with Job
Satisfaction as a Mediating Variable in PT. Xyz 83
without having to draw a research sample as an observation unit is referred to as a census
technique.
The data analysis technique uses the Partial Least Square (PLS) approach, which
is a component-based Structural Equation Modeling (SEM) equation, model. The use of
PLS has several evaluations of structural models (inner models) and measurement models
(outer models). Evaluation of the measurement model, testing convergent validity,
discriminant validity, composite reliability, and Average Variance Extracted (AVE) is
carried out. In the evaluation of structural models, the R-squared test (R
2
) and the path
coefficient estimation test are carried out. The bootstrapping procedure generates a t-
statistical value for each relationship path used to test the hypothesis. Those t-statistical
values will be compared with the t-table values. Research using a 95% confidence level so
that the level of precision or inaccuracy limit (α) = 5% = 0.05, the value of the t-table value
is 1.96. If the t-statistical value is found to be smaller than the table t value (statistical t <
1.960), then H
o
is accepted and H
a
is rejected. If the value
of statistical
t is greater than or equal
to t of the table (t
of statistics
> 1,960), then H
o
is rejected and H
a
is accepted (Ghozali & Latan,
2015). The research hypothesis can be stated to be accepted if the value of P
Values
< 0.05.
The hypothesis of this study is as follows:
H
1
: Workload has a positive and significant effect on Turnover Intention.
H
2
: Compensation System negatively and significantly affects turnover intention.
H
3
: Workload has a negative and significant effect on Job Satisfaction.
H
4
: The Compensation System has a positive and significant effect on Job Satisfaction.
H
5
: Job Satisfaction has a negative and significant effect on Turnover Intention.
H
6
: Job Satisfaction mediates the relationship between Workload and Turnover Intention.
H
7
: Job Satisfaction mediates the relationship between the Compensation System and
Turnover Intention.
RESULTS AND DISCUSSION
A. Research Results
Characteristics of Respondents
The total number of questionnaires in this study was 70 respondents used in data
analysis. The descriptive analysis showed that the majority of respondents were male,
namely 46 respondents or 65.71%. For age, the majority of respondents were aged 31 – 40
years, namely 33 respondents or 47.22% of the total respondents. Judging from marital
status, the majority of respondents have married marriages, with 44 respondents or 62.86%
of the total respondents. If you look at the number of children, the majority of respondents
are married and have more than 1 child, because the majority of respondents are senior
employees. As for the level of education, the majority of respondents had a bachelor's
education which amounted to 37 respondents or 52.86% of the total respondents. Judging
from their working period, the majority of respondents have a service period of 4-9 years,
totaling 34 respondents or 48.57% of the total respondents. and for the amount of monthly
income, the majority of respondents have a monthly income that ranges from Rp. 3,000,000
- Rp. 5,000,000 as many as 42 respondents or 60% of the total respondents.
Validity and Reliability
Validity testing was carried out with 70 respondents which aimed to measure the
validity or not of the questionnaire. To test the convergent validity used the outer loading
value of the indicator > 0.7. Evaluation of discriminant validity can be done by the Average
Variance Extracted (AVE) method for latent variables. The AVE value describes the
magnitude of the diversity of variables that a latent construct can have. An AVE value of
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The Effect of Workload and Compensation System on Turnover Intention with Job
Satisfaction as a Mediating Variable in PT. Xyz 84
at least 0.5 indicates a good measure of convergent validity. Discriminant validity is
viewed by paying attention to the cross-loading value. The cross-loading value aims to
determine the level of validity discrimination that is adequate in each construct, namely by
comparing the cooperation between constructs. Reliability tests show the extent to which
measuring instruments are reliable or trusted. The reliability test in this study used
coefficient measurement techniques from Composite Reliability and Cronbach Alpha.
Composite reliability is considered better if it has a composite reliability value of > 0.6.
Reliability tests with composite reliability can be strengthened using Cronbach alpha
values. A variable is declared reliable if it has a Cronbach alpha value of > 0.6.
Table 4. 1 Path Coefficients (Mean, STDEV, T-Values)
Original
Sample (O)
Sample
Mean (M)
Standard
Deviation
(STDEV)
T Statistics
(|O/STDEV|)
P Values
BK – IT
0,267
0,297
0,126
2,124
0,034
KMP – IT
-0,074
-0,100
0,334
0,221
0,826
BK – KK
-0,052
-0,062
0,064
0,816
0,415
KMP – KK
0,902
0,897
0,040
22,786
0,000
KK – IT
-0,271
-0,281
0,345
0,786
0,433
Source: SmartPLS 3.1 data processing results (2022)
Based on the results of the hypothesis test contained in figure 4.1, it can be concluded
as follows:
1) Workload has a positive and significant effect on turnover intention, this is because the
statistical T value (2.124) > the t-value (1.96) with a P-Value of 0.034 < 0.05.
2) The compensation system has no significant effect on turnover intention, this is
because the statistical T value (0.221) < the t-value (1.96) with a P-Value of 0.826 >
0.05.
3) Workload has no significant effect on work integrity, this is because the statistical T
value (0.816) < the t-value (1.96) with a P-Value of 0.415 > 0.05.
4) The compensation system has a positive and significant effect on job satisfaction, this
is because the statistical T value (22,786) < the t-value (1.96) with a P-Value of 0.000
< 0.05.
5) Job satisfaction has a positive and insignificant effect on turnover intention, this is
because the statistical T value (0.786) > the t-value (1.96) with a P-Value of 0.433 >
0.05.
B. Discussion
Effect of Workload on Turnover Intention
Based on the results of testing the first hypothesis, it is known that workload has a
positive and significant effect on turnover intention. Then H
1
is supported. These results
indicate that a high workload can be detrimental to employees as well as the company,
because if the workload provided by employees is too high while the employee's ability
cannot meet the demands of the job, then the company will need additional time so that the
employee can complete the work, thus causing pt. XYZ has the intention of moving. This
result is in line with the results obtained who found that workload positively and
significantly affects turnover intention.
Effect of Compensation System on Turnover Intention
Based on the results of testing the second hypothesis, it is known that the compensation
system has a negative and insignificant effect on turnover intention. Then H
2
is not
supported. These results indicate that compensation is not the main factor that causes PT
Vindi Putri Kurnia Illahi, Rahmi Fahmy, Laura Syahrul / JOSR: Journal of Social Research,2(1),
79-87
The Effect of Workload and Compensation System on Turnover Intention with Job
Satisfaction as a Mediating Variable in PT. Xyz 85
employees. XYZ to quit his job. However, the direction of the compensation related to
turnover intention is negative, meaning that the higher the compensation provided by PT.
XYZ to its employees, then reducing the intensity of turnover intention in PT. XYZ. This
result is in line with the results of a study from (Yadewani & Wijaya, 2021), which found
that there was a negative influence of compensation variables on turnover intention. And
also in line with, which also found that compensation has a significant negative effect on
turnover intention.
Effect of Workload on Job Satisfaction
Based on the results of the third hypothesis testing, it is known that workload has a
negative and insignificant effect on job satisfaction. Then H
3
is not supported. These
results indicate that workload is not one of the factors that cause employees to be
dissatisfied with working at PT. XYZ. The relationship between workload to job
satisfaction is negative. This means that the higher the workload, the more job satisfaction
will decrease. This result is in line with the results of the research by (Safitri & Astutik,
2019b), which found that there was a negative workload effect on job satisfaction. This
shows that excessive workload will cause a decrease in employee job satisfaction.
Effect of Compensation System on Job Satisfaction
Based on the results of testing the fourth hypothesis, it is known that the compensation
system has a positive and significant effect on job satisfaction. Then H
4
is supported. These
results indicate that the compensation system is a factor that affects employee job
satisfaction at PT. XYZ. These results are in line with the results, which found that
compensation has a positive and significant effect on job satisfaction. However, the
resulting relationship is positive, which means that the compensation system provides an
increase in job satisfaction.
Effect of Job Satisfaction on Turnover Intention
Based on the results of the fifth hypothesis testing, it is known that job satisfaction has
a negative and insignificant effect on turnover intention. Then H
5 is
not supported. The
direction of the relationship between job satisfaction to turnover intention is negative. This
means that the more employee job satisfaction increases, the more the intensity of turnover
intention in PT. XYZ. This result is to, which states that Employee Job Satisfaction
negatively affects employee Turnover Intention. This result is also supported, where a
negative influence of job satisfaction variables on turnover intent was found.
Effect of Workload on Turnover through Job Satisfaction
Based on the results of the sixth hypothesis testing, it is known that job satisfaction
does not mediate workload against turnover intention. Then H
6 is
not supported. These
results indicate that the workload and dissatisfaction with the employee in work make the
employee have the desire to quit the job. These results are not in line with, which found
that the job satisfaction variable was able to mediate the effect of workload on turnover
intention. In line with that, the results of the study are also supported by research conducted
by (Novel & Marchyta, 2021b), where it was found that the variable job satisfaction was
able to mediate workload loss against turnover intention.
Effect of Compensation System on Turnover intention through Job Satisfaction
Based on the results of the seventh hypothesis testing, it is known that job
satisfaction mediates a compensation system against turnover intention. Then H
7
is
supported. These results indicate that the compensation system provided by PT. XYZ to
employees will provide more satisfaction so that it will reduce the intention of employees
to leave their jobs. These results are not in line with, who found results that job satisfaction
was unable to mediate the relationship between compensation and turnover intention. This
is because compensation affects turnover intention while job satisfaction does not affect
turnover intention.
CONCLUSION
Vindi Putri Kurnia Illahi, Rahmi Fahmy, Laura Syahrul / JOSR: Journal of Social Research,2(1),
79-87
The Effect of Workload and Compensation System on Turnover Intention with Job
Satisfaction as a Mediating Variable in PT. Xyz 86
This study examined the effect of workload and compensation systems on the
turnover intention with job satisfaction as a mediating variable. The research was
conducted at PT. XYZ by involving 70 employees spread across various existing work
units. The data is processed using Smart PLS. By using a more unique empirical approach,
through survey techniques as a general process of data collection and analysis of the
processing of collected data, the following results have been obtained:
1. There is a positive and significant influence between workload on turnover intention
in PT XYZ employees.
2. There is no effect between the compensation system on turnover intention in PT
employees. XYZ.
3. There is no effect between workload and job satisfaction in PT. XYZ.
4. There is a positive and significant influence between the compensation system on job
satisfaction in PT employees. XYZ.
5. There is no effect between job satisfaction and turnover intention in PT. XYZ.
6. Job satisfaction does not mediate the effect between workload and turnover intention
in PT employees. XYZ.
7. Job satisfaction mediates the effect of the compensation system on turnover intention
in PT employees. XYZ.
Based on the above, this study can put forward some suggestions that are expected,
companies can pay more attention to the level of workload given to employees. This will
certainly have an impact on increasing employee job satisfaction because their level of
welfare increases. Organizations also need to improve the compensation system given to
keraywan, as this must be in line with the workload of the employee. Providing fair
compensation to employees will certainly increase employee enthusiasm at work because
compensation itself is a form of job satisfaction from an employee. The existence of fair
compensation by the workload given by the company to its employees, it will certainly
cause an employee to feel at home at work to reduce the employee's desire to leave the
company.
In an organization, a boss must be able to provide encouragement and
encouragement to his employees. So that employees will feel motivated, feel valued, and
can become more professional which will certainly have a good impact on the organ of
ization. Furthermore, the role of the employee himself is to achieve the success of an
organization, an employee must show good performance improvement, have a cooperative
attitude both with superiors and with colleagues, and have high discipline and a sense of
responsibility.
Thus, this study suggests future research in order to add other variables in the
development of the research. It is hoped that the results of this study can be used to provide
optimal benefits for the next research object, this research can also be used as a comparison
material in the next study and should take research data on a wider research object.
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© 2021 by the authors. Submitted for possible open access publication under the
terms and conditions of the Creative Commons Attribution (CC BY SA)
license (https://creativecommons.org/licenses/by-sa/4.0/).