Human Resource Practices and Employee Turnover Intention in the Banking Industry: The Mediating Role of Workload and Organizational Commitment at PT Maybank Indonesia Medan

Erwan; Manda Dwipayani Bhastary; Nikous Soter Sihombing; Ahmad Fadli; Debora Tambunan

doi:10.64276/ams.v1i4.104

Authors

Erwan Institut Bisnis Informasi Teknologi dan Bisnis
Manda Dwipayani Bhastary Institut Bisnis Informasi Teknologi dan Bisnis
Nikous Soter Sihombing Institut Bisnis Informasi Teknologi dan Bisnis
Ahmad Fadli Universitas Mahkota Tricom Unggul
Debora Tambunan Universitas Mahkota Tricom Unggul

DOI:

https://doi.org/10.64276/ams.v1i4.104

Keywords:

Recruitment System, Workload, Organizational Commitment, Turnover Intention, Population And Sample, Banking Sector

Abstract

This study aims to examine the influence of the human resource recruitment system, workload, and organizational commitment on employee turnover intention at PT Maybank Indonesia Tbk Medan Branch. Turnover intention is a critical issue in the banking sector due to its impact on organizational stability, operational efficiency, and human resource sustainability. The research employs a quantitative descriptive approach. The population in this study consists of all employees of PT Maybank Indonesia Tbk Medan Branch, totaling 47 employees. Because the population size is relatively small, a saturated sampling (census) technique was applied, meaning that all members of the population were used as the research sample, totaling 47 respondents. Data were collected using a structured questionnaire with a Likert scale measurement. The variables measured include the recruitment system (X1), workload (X2), organizational commitment (X3), and turnover intention (Y). Data analysis was conducted using SPSS software, including descriptive statistics, instrument testing (validity and reliability), classical assumption tests, multiple linear regression analysis, and hypothesis testing using t-test, F-test, and coefficient of determination (R²). The results indicate that employee turnover intention is influenced by the recruitment system, workload, and organizational commitment. These variables simultaneously and partially affect turnover intention based on multiple linear regression analysis. The study implies that banking management should improve recruitment accuracy to ensure person–job fit, manage workload distribution to reduce employee stress, and strengthen organizational commitment through effective engagement and supportive leadership practices. These efforts are essential to reduce turnover intention and improve organizational performance

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