KnE Social Sciences

Published date: Mar 27 2025

Journal Title: KnE Social Sciences

Issue title: The 3rd International Conference of Applied Psychology on Humanity (ICAP-H)

Pages: 216 - 230

DOI: 10.18502/kss.v10i7.18329

Istiqomah ‎ istiqomah@umm.ac.idFaculty of Psychology, University of Muhammadiyah Malang, Indonesia

Rizki AnwarFaculty of Psychology, University of Muhammadiyah Malang, Indonesia

Silfiasari ‎ ‎ Faculty of Psychology, University of Muhammadiyah Malang, Indonesia

Turnover intention is a person’s desire or intention to quit their job. An apparent high level of employee turnover can result in various impacts both on the organization or company and on the employees concerned. Turnover intention is caused by various factors, such as job satisfaction and job insecurity. This research aims to determine the effect of job satisfaction and job insecurity on turnover intention among contract (outsourced) employees at PT. X. It used a quantitative method with a correlational approach. The subjects in this research were 72 employees (outsourcing) at PT. X using total sampling. This research utilized three scales, namely job satisfaction, job insecurity, and turnover intention, with a data analysis method of multiple linear regression. The data analysis revealed no influence between job satisfaction and turnover intention among contract (outsourced) employees at PT. X. Meanwhile, job insecurity had a significant influence on turnover intention among contract employees (outsourcing) at PT. Job satisfaction and job insecurity provide an effective contribution of 24.6% to turnover intention.

Keywords: Contract employee, job insecurity, job satisfaction, turnover intention

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