ORGANIZATIONAL CONSTRAINTS DAN WORK OVERLOAD TERHADAP TURNOVER INTENTION DI MODERASI INDIVIDUAL EMBEDDEDNESS
Abstract
Penelitian ini bertujuan untuk menganalisis pengaruh organizational constraints dan work overload terhadap turnover intention, serta menguji peran individual embeddedness sebagai variabel moderasi pada karyawan salah satu perusahaan manufaktur panel listrik di Kota Semarang. Penelitian ini menggunakan pendekatan kuantitatif melalui kuesioner dengan Skala Likert lima poin sebagai instrumen pengumpulan data, serta teknik yang digunakan dalam penentuan sampel penelitian adalah total sampling (sampel jenuh). Populasi dalam penelitian ini melibatkan semua karyawan pada PT X sebanyak 230 karyawan. Lalu sebanyak 165 orang berpartisipasi sebagai responden dalam penelitian ini (response rate 71,7%). Setelah dilakukan proses data screening, 151 respons dinyatakan valid dan digunakan dalam analisis. Analisis data dilakukan menggunakan metode Partial Least Squares Structural Equation Modeling (PLS-SEM) dengan software SmartPLS 4 sebagai pengolah data. Hasil penelitian menunjukkan bahwa organizational constraints dan work overload berpengaruh positif terhadap turnover intention. Selain itu, individual embeddedness terbukti mampu memoderasi pengaruh organizational constraints dan work overload terhadap turnover intention.
References
Adam, R., Achsa, A., Ikhwan, K., Ekonomi, F., Tidar, U., Kapten, J., Potrobangsan, S., Utara, M., & Tengah, J. (2025). Pengaruh work stress, work-life balance, dan workload terhadap turnover intention. Jurnal Media Ekonomi, 25(1), 29–40.
Alves, I., Limão, M., & Lourenço, S. M. (2024). Work overload, work–life balance and auditors’ turnover intention: The moderating role of motivation. Australian Accounting Review, 34(1), 4–28. https://doi.org/10.1111/auar.12417
Anwar, R. (2025). Segitiga friksi dalam organisasi: Model integratif ketidakjelasan peran, ketergantungan tugas, dan konflik. Jurnal Ilmiah MEA (Manajemen, Ekonomi, dan Akuntansi), 21(1). https://doi.org/10.26593/jab.v21i1.9840.12-23
Bhatti, O. S., Naeem, S., & Ghafoor, M. (2025). Impact of role ambiguity and role conflict on project success with moderating role of top management support in construction industry projects of Pakistan. Journal of Management & Social Science, 2(2), 173–196. https://doi.org/10.63075/frqd9938
Burke, R. J. (2003). Hospital restructuring, workload, and nursing staff satisfaction and work experiences. Health Care Manager, 22(2), 99–107. https://doi.org/10.1097/00126450-200304000-00003
Chan, J., & Turangan, J. A. (2024). Organizational justice, work-life balance, and turnover intention: Mediating role of employee engagement in XYZ hotel employees. International Journal of Application on Economics and Business (IJAEB), 2(1). https://doi.org/10.24912/ijaeb.v2i1.3230-3238
Crisan, A., Gardy, J. L., & Munzner, T. (2016). On regulatory and organizational constraints in visualization design and evaluation. ACM International Conference Proceeding Series, 1–9. https://doi.org/10.1145/2993901.2993911
Crossley, C. D., Bennett, R. J., Jex, S. M., & Burnfield, J. L. (2007). Development of a global measure of job embeddedness and integration into a traditional model of voluntary turnover. Journal of Applied Psychology, 92(4), 1031–1042. https://doi.org/10.1037/0021-9010.92.4.1031
Fatmawati, C. D., & Mansyur, A. (2024). Turnover intention: Apakah workload dan work-life balance memiliki peran? Jurnal Ilmiah MEA (Manajemen, Ekonomi, dan Akuntansi), 8(3), 402–415.
Gaur, V., Gupta, N., Bhatt, A., & Gaur, S. (2025). Conflict management in organizations: Psychological strategies and sociological dynamics. Lex Localis – Journal of Local Self-Government, 1986–1993.
Gibson, J. L., & Ivancevich, J. M. (2005). Organizations: Behavior, structure, processes.
Griffin, D. J., Somaraju, A. V., Dishop, C., & DeShon, R. P. (2023). Evaluating interdependence in workgroups: A network-based method. Organizational Research Methods, 26(3), 459–498. https://doi.org/10.1177/10944281211068179
Huang, Y., Zhang, H., Qin, Z., Zou, Y., Feng, Z., & Cheng, J. (2023). The impact of meaning in life and professional happiness on the turnover intention of health care workers: A cross-sectional study from China. Human Resources for Health, 21(1), 1–10. https://doi.org/10.1186/s12960-023-00878-6
Indrayani, N. M. M., & Sudibya, I. G. A. (2017). Pengaruh komitmen organisasional dan stres kerja terhadap turnover intention. E-Jurnal Manajemen Unud, 6(11), 6241–6270. https://www.neliti.com/publications/243883/pengaruh-komitmen-organisasi-dan-stres-kerja-terhadap-turnover-intention
Jeong, Y., & Song, J. (2025). Navigating ambiguity in crisis: The impact of organizational goal ambiguity on public sector performance in the wake of exogenous shock. Journal of Public Administration Research and Theory, 35(2), 248–259.
Jones, E., Chonko, L., Rangarajan, D., & Roberts, J. (2007). The role of overload on job attitudes, turnover intentions, and salesperson performance. Journal of Business Research, 60(7), 663–671. https://doi.org/10.1016/j.jbusres.2007.02.014
Lompoliu, W. T., Nelwan, O. S., et al. (2020). Pengaruh job insecurity, job stress, dan iklim organisasi terhadap turnover intention karyawan pada PT Golden Mitra Inti Perkasa Manado. Jurnal EMBA, 8(1), 554–564. https://doi.org/10.35794/emba.v8i1.27903
Lo, V.-H., & Liu, H.-L. (2017). An integrated model of workload, autonomy, burnout, job satisfaction, and turnover intention among Taiwanese reporters. Asian Journal of Communication, 28(2), 153–169. https://doi.org/10.1080/01292986.2017.1382544
Lutfi, A., & Basukianto. (2014). Kontradiksi hubungan antara turnover intention dengan turnover. 2(1), 13–25.
Mitchell, T. R., Holtom, B. C., Lee, T. W., Sablynski, C. J., & Erez, M. (2001). Why people stay: Using job embeddedness to predict voluntary turnover. Academy of Management Journal, 44(6), 1102–1121. https://doi.org/10.5465/3069391
Nabella, A. N. (2021). Efek mediasi affective commitment antara pengaruh job embeddedness terhadap turnover intention. Jurnal Ilmu Manajemen, 9(3), 1–16. https://doi.org/10.26740/jim.v9n3.p1060-1075
Nahrisah, E., Muhar, A. M., Miraza, Z., Ramadani, F., & Bisnis, F. E. (2021). Dampak work overload terhadap stres kerja dan turnover intention dengan leadership support sebagai variabel moderasi. JAMEK (Jurnal Akuntansi Manajemen dan Keuangan), 1(3), 131–139.
Prasetyo, & Suhana, B. (2025). Peran moderasi dukungan sosial terhadap pengaruh stres dan beban kerja pada kinerja karyawan. Jurnal Ilmiah MEA (Manajemen, Ekonomi, dan Akuntansi), 9(2). https://doi.org/10.31955/mea.v9i2.6022
Setthakorn, K. P., Rostiani, R., & Schreier, C. (2024). A meta-analytic review of job embeddedness and turnover intention: Evidence from South-East Asia. SAGE Open, 14(2), 1–10. https://doi.org/10.1177/21582440241260092
Shah, S. S. H., Jaffari, A. R., Aziz, J., Ejaz, W., Ul-Haq, I., & Raza, S. N. (2011). Workload and performance of employees. Interdisciplinary Journal of Contemporary Research in Business, 3(5).
Sholikhah, & Wolor, C. W. (2021). Pengaruh status pegawai dan job embeddedness terhadap turnover intention karyawan Universitas Negeri Jakarta. Jurnal Riset Manajemen Sains Indonesia, 12(2), 247–264. https://doi.org/10.21009/JRMSI.012.2.10
Spector, P. E., & Jex, S. M. (1998). Development of four self-report measures of job stressors and strain. Journal of Occupational Health Psychology, 3(4), 356–367. https://doi.org/10.1037/1076-8998.3.4.356
Stetz, M. C., Castro, C. A., & Bliese, P. D. (2007). The impact of deactivation uncertainty, workload, and organizational constraints on reservists’ psychological well-being and turnover intentions. Military Medicine, 172(6), 576–580. https://doi.org/10.7205/MILMED.172.6.576
Suryaningtyas, D. O., & Fauzi, A. F. (2024). Studi literatur faktor determinan yang mempengaruhi turnover intention pada gen Z di beberapa sektor perusahaan di Indonesia. Jurnal Akuntansi dan Manajemen Bisnis, 4, 44–53. https://doi.org/10.48144/neraca.v19i1.1495
Turek, D., Klein, H. J., & Wojtczuk-Turek, A. (2024). Overcoming organizational constraints: The role of organizational commitment and job crafting in relation to employee performance. European Management Journal, 42(6), 944–956. https://doi.org/10.1016/j.emj.2023.12.001
Ullah, R., & Noel, F. (2022). The moderating effect of goal orientations on the conflict and innovative performance relationship. Academy of Management Proceedings, 1. https://doi.org/10.5465/AMBPP.2022.11653abstractW
Wahyudi, W. (2024). Turnover intention pada karyawan: Apakah dipengaruhi oleh komitmen dan pengembangan karir? Al-Isyraq: Jurnal Bimbingan, Penyuluhan, dan Konseling Islam, 7(1), 69–78.
Wang, X., Liu, M., Leung, A. Y. M., Jin, X., Dai, H., & Shang, S. (2024). Nurses’ job embeddedness and turnover intention: A systematic review and meta-analysis. International Journal of Nursing Sciences, 11(5), 563–570. https://doi.org/10.1016/j.ijnss.2024.10.003
Yaqin, A. A., & Indradewa, R. (2025). The effect of compensation, workload, and work-life balance on turnover intention. Jurnal Ilmiah Manajemen Kesatuan, 13(4), 2279–2292. https://doi.org/10.37641/jimkes.v13i4.3437
Zulkarnain, Z., Hadiyani, S., Novliadi, F., & Gusria, A. (2025). Work-life balance as a moderator between job embeddedness and turnover intention. SA Journal of Human Resource Management, 23, 1–8. https://doi.org/10.4102/sajhrm.v23i0.3063
Alves, I., Limão, M., & Lourenço, S. M. (2024). Work overload, work–life balance and auditors’ turnover intention: The moderating role of motivation. Australian Accounting Review, 34(1), 4–28. https://doi.org/10.1111/auar.12417
Anwar, R. (2025). Segitiga friksi dalam organisasi: Model integratif ketidakjelasan peran, ketergantungan tugas, dan konflik. Jurnal Ilmiah MEA (Manajemen, Ekonomi, dan Akuntansi), 21(1). https://doi.org/10.26593/jab.v21i1.9840.12-23
Bhatti, O. S., Naeem, S., & Ghafoor, M. (2025). Impact of role ambiguity and role conflict on project success with moderating role of top management support in construction industry projects of Pakistan. Journal of Management & Social Science, 2(2), 173–196. https://doi.org/10.63075/frqd9938
Burke, R. J. (2003). Hospital restructuring, workload, and nursing staff satisfaction and work experiences. Health Care Manager, 22(2), 99–107. https://doi.org/10.1097/00126450-200304000-00003
Chan, J., & Turangan, J. A. (2024). Organizational justice, work-life balance, and turnover intention: Mediating role of employee engagement in XYZ hotel employees. International Journal of Application on Economics and Business (IJAEB), 2(1). https://doi.org/10.24912/ijaeb.v2i1.3230-3238
Crisan, A., Gardy, J. L., & Munzner, T. (2016). On regulatory and organizational constraints in visualization design and evaluation. ACM International Conference Proceeding Series, 1–9. https://doi.org/10.1145/2993901.2993911
Crossley, C. D., Bennett, R. J., Jex, S. M., & Burnfield, J. L. (2007). Development of a global measure of job embeddedness and integration into a traditional model of voluntary turnover. Journal of Applied Psychology, 92(4), 1031–1042. https://doi.org/10.1037/0021-9010.92.4.1031
Fatmawati, C. D., & Mansyur, A. (2024). Turnover intention: Apakah workload dan work-life balance memiliki peran? Jurnal Ilmiah MEA (Manajemen, Ekonomi, dan Akuntansi), 8(3), 402–415.
Gaur, V., Gupta, N., Bhatt, A., & Gaur, S. (2025). Conflict management in organizations: Psychological strategies and sociological dynamics. Lex Localis – Journal of Local Self-Government, 1986–1993.
Gibson, J. L., & Ivancevich, J. M. (2005). Organizations: Behavior, structure, processes.
Griffin, D. J., Somaraju, A. V., Dishop, C., & DeShon, R. P. (2023). Evaluating interdependence in workgroups: A network-based method. Organizational Research Methods, 26(3), 459–498. https://doi.org/10.1177/10944281211068179
Huang, Y., Zhang, H., Qin, Z., Zou, Y., Feng, Z., & Cheng, J. (2023). The impact of meaning in life and professional happiness on the turnover intention of health care workers: A cross-sectional study from China. Human Resources for Health, 21(1), 1–10. https://doi.org/10.1186/s12960-023-00878-6
Indrayani, N. M. M., & Sudibya, I. G. A. (2017). Pengaruh komitmen organisasional dan stres kerja terhadap turnover intention. E-Jurnal Manajemen Unud, 6(11), 6241–6270. https://www.neliti.com/publications/243883/pengaruh-komitmen-organisasi-dan-stres-kerja-terhadap-turnover-intention
Jeong, Y., & Song, J. (2025). Navigating ambiguity in crisis: The impact of organizational goal ambiguity on public sector performance in the wake of exogenous shock. Journal of Public Administration Research and Theory, 35(2), 248–259.
Jones, E., Chonko, L., Rangarajan, D., & Roberts, J. (2007). The role of overload on job attitudes, turnover intentions, and salesperson performance. Journal of Business Research, 60(7), 663–671. https://doi.org/10.1016/j.jbusres.2007.02.014
Lompoliu, W. T., Nelwan, O. S., et al. (2020). Pengaruh job insecurity, job stress, dan iklim organisasi terhadap turnover intention karyawan pada PT Golden Mitra Inti Perkasa Manado. Jurnal EMBA, 8(1), 554–564. https://doi.org/10.35794/emba.v8i1.27903
Lo, V.-H., & Liu, H.-L. (2017). An integrated model of workload, autonomy, burnout, job satisfaction, and turnover intention among Taiwanese reporters. Asian Journal of Communication, 28(2), 153–169. https://doi.org/10.1080/01292986.2017.1382544
Lutfi, A., & Basukianto. (2014). Kontradiksi hubungan antara turnover intention dengan turnover. 2(1), 13–25.
Mitchell, T. R., Holtom, B. C., Lee, T. W., Sablynski, C. J., & Erez, M. (2001). Why people stay: Using job embeddedness to predict voluntary turnover. Academy of Management Journal, 44(6), 1102–1121. https://doi.org/10.5465/3069391
Nabella, A. N. (2021). Efek mediasi affective commitment antara pengaruh job embeddedness terhadap turnover intention. Jurnal Ilmu Manajemen, 9(3), 1–16. https://doi.org/10.26740/jim.v9n3.p1060-1075
Nahrisah, E., Muhar, A. M., Miraza, Z., Ramadani, F., & Bisnis, F. E. (2021). Dampak work overload terhadap stres kerja dan turnover intention dengan leadership support sebagai variabel moderasi. JAMEK (Jurnal Akuntansi Manajemen dan Keuangan), 1(3), 131–139.
Prasetyo, & Suhana, B. (2025). Peran moderasi dukungan sosial terhadap pengaruh stres dan beban kerja pada kinerja karyawan. Jurnal Ilmiah MEA (Manajemen, Ekonomi, dan Akuntansi), 9(2). https://doi.org/10.31955/mea.v9i2.6022
Setthakorn, K. P., Rostiani, R., & Schreier, C. (2024). A meta-analytic review of job embeddedness and turnover intention: Evidence from South-East Asia. SAGE Open, 14(2), 1–10. https://doi.org/10.1177/21582440241260092
Shah, S. S. H., Jaffari, A. R., Aziz, J., Ejaz, W., Ul-Haq, I., & Raza, S. N. (2011). Workload and performance of employees. Interdisciplinary Journal of Contemporary Research in Business, 3(5).
Sholikhah, & Wolor, C. W. (2021). Pengaruh status pegawai dan job embeddedness terhadap turnover intention karyawan Universitas Negeri Jakarta. Jurnal Riset Manajemen Sains Indonesia, 12(2), 247–264. https://doi.org/10.21009/JRMSI.012.2.10
Spector, P. E., & Jex, S. M. (1998). Development of four self-report measures of job stressors and strain. Journal of Occupational Health Psychology, 3(4), 356–367. https://doi.org/10.1037/1076-8998.3.4.356
Stetz, M. C., Castro, C. A., & Bliese, P. D. (2007). The impact of deactivation uncertainty, workload, and organizational constraints on reservists’ psychological well-being and turnover intentions. Military Medicine, 172(6), 576–580. https://doi.org/10.7205/MILMED.172.6.576
Suryaningtyas, D. O., & Fauzi, A. F. (2024). Studi literatur faktor determinan yang mempengaruhi turnover intention pada gen Z di beberapa sektor perusahaan di Indonesia. Jurnal Akuntansi dan Manajemen Bisnis, 4, 44–53. https://doi.org/10.48144/neraca.v19i1.1495
Turek, D., Klein, H. J., & Wojtczuk-Turek, A. (2024). Overcoming organizational constraints: The role of organizational commitment and job crafting in relation to employee performance. European Management Journal, 42(6), 944–956. https://doi.org/10.1016/j.emj.2023.12.001
Ullah, R., & Noel, F. (2022). The moderating effect of goal orientations on the conflict and innovative performance relationship. Academy of Management Proceedings, 1. https://doi.org/10.5465/AMBPP.2022.11653abstractW
Wahyudi, W. (2024). Turnover intention pada karyawan: Apakah dipengaruhi oleh komitmen dan pengembangan karir? Al-Isyraq: Jurnal Bimbingan, Penyuluhan, dan Konseling Islam, 7(1), 69–78.
Wang, X., Liu, M., Leung, A. Y. M., Jin, X., Dai, H., & Shang, S. (2024). Nurses’ job embeddedness and turnover intention: A systematic review and meta-analysis. International Journal of Nursing Sciences, 11(5), 563–570. https://doi.org/10.1016/j.ijnss.2024.10.003
Yaqin, A. A., & Indradewa, R. (2025). The effect of compensation, workload, and work-life balance on turnover intention. Jurnal Ilmiah Manajemen Kesatuan, 13(4), 2279–2292. https://doi.org/10.37641/jimkes.v13i4.3437
Zulkarnain, Z., Hadiyani, S., Novliadi, F., & Gusria, A. (2025). Work-life balance as a moderator between job embeddedness and turnover intention. SA Journal of Human Resource Management, 23, 1–8. https://doi.org/10.4102/sajhrm.v23i0.3063
Published
2026-07-22
How to Cite
Achmadayanti, N., & Mansyur, A. (2026). ORGANIZATIONAL CONSTRAINTS DAN WORK OVERLOAD TERHADAP TURNOVER INTENTION DI MODERASI INDIVIDUAL EMBEDDEDNESS. Jurnal Ilmiah Manajemen, Ekonomi, & Akuntansi (MEA), 10(2), 1280-1302. https://doi.org/10.31955/mea.v10i2.7621
Section
Articles
Copyright (c) 2026 Jurnal Ilmiah Manajemen, Ekonomi, & Akuntansi (MEA)
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.
