The Effect of Interpersonal Conflict and Workload on Turnover Intention with Job Stress as an Intervening Variable
Abstract
The background of this research is motivated by the high level of turnover intention in employees of PT. Merdeka Cakrawala Unggul, which is affected by interpersonal conflicts, excessive workload, and work stress. This study aims to analyze the influence of interpersonal conflict and workload on turnover intention with work stress as an intervening variable in employees of PT. Merdeka Cakrawala Unggul. The research method used is explanatory research with a quantitative approach. This study collected data from the entire employee population of PT. Merdeka Cakrawala Unggul which totals 55 people. The sampling technique used saturation sampling. The measurement tool used consisted of a questionnaire that measured variables of interpersonal conflict, workload, work stress, and turnover intention. Statistical tests are carried out to test the validity, reliability, and influence between variables. The results of the study show that interpersonal conflicts have a significant effect on work stress and turnover intention. In addition, workload has also been shown to affect work stress and increase turnover intention. Work stress acts as a mediator that strengthens the influence of these two variables on turnover intention. These findings suggest that both interpersonal conflict and high workloads can trigger work stress which ultimately increases employees' intention to quit. Based on the results of this study, it is recommended that companies carry out more effective conflict management, manage workloads more evenly, and provide psychological support for employees. Proper interventions can help create a more harmonious work environment and reduce turnover intention. This research makes an important contribution to human resource management in healthcare companies by focusing on the psychological well-being of employees.
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