The Influence of Workload on Turnover Intention among Outsourced Employees

Abstract

Employee turnover remains a practical concern for outsourcing providers and client companies in manufacturing, where production targets, shift schedules, and time pressure shape employees’ daily work. This study examines the relationship between workload and turnover intention among outsourced employees of PT Amanah Amarta assigned to PT Jayamas Medica Industri 2, Tbk. A quantitative associative design was used with a population of 450 outsourced employees. The final screening retained 66 active employees who met the purposive sampling criteria and completed the questionnaire. Data were collected through Google Forms and analyzed using validity and reliability testing, descriptive statistics, residual normality testing, simple linear regression, the t-test, and the coefficient of determination. Workload showed a positive and significant relationship with turnover intention (B = 0.918, β = 0.807, t = 10.942, p < 0.001). The R² value of 0.652 indicated that workload explained 65.2% of the variation in turnover intention. Employees who perceived heavier job demands tended to report stronger intentions to leave. Workload distribution, production targets, shifts, and overtime therefore require attention from the client company, while the outsourcing company can strengthen employee support and monitoring. This study is limited to outsourced employees at a single manufacturing company, which may limit the generalizability of the findings to other manufacturing contexts. This study provides empirical and practical insights into workload management as an effort to reduce turnover intention among outsourced employees.

Keywords

Human Resource Management Manufacturing Industry Outsourced Employees Turnover Intention Workload