PENGARUH SENSE OF BELONGING TERHADAP TURNOVER INTENTION KARYAWAN

Employees have certainly experienced turnover intention in the company. Turnover intention experienced by one employee with another must be different, because it depends on each individual's perception of the sense of belonging they feel. The purpose of this study is to empirically determine the influence of sense of belonging on employee turnover intention. The method used is non-experimental quantitative research. The research subjects were 131 employees who were taken using the simple random sampling technique. The scale on the sense of belonging variable uses a positive scale developed by Jena and Pradhan, then for the negative scale belonging to Hagerty and Patusky which is reliable and valid. While the turnover intention variable uses Mobley's scale then compiled by Ardias which is also reliable and valid. The data analysis used is a simple linear regression test. The results of the analysis show that sense of belonging has a significant effect on employee turnover intention. The contribution of sense of belonging to employee turnover intention is 4.5% and the rest is influenced by other variables. The results of this study can be used as a consideration in preventing employee turnover intention, but further research is needed to determine other factors that are greater in influencing high employee turnover intention.