Faktor-Faktor yang Memengaruhi Turnover Intention Karyawan: Sebuah Systematic Literature Review (2021–2025)
Keywords:
Systematic Literature Review, Turnover Intention, Kepuasan Kerja, Komitmen Organisasi, Burnout, KepemimpinanAbstract
Turnover intention merupakan prediktor terdekat dari keluarnya karyawan secara aktual dan berimplikasi pada biaya rekrutmen, hilangnya pengetahuan organisasi, serta terganggunya kesinambungan kerja. Penelitian ini bertujuan memetakan dan mensintesis faktor-faktor yang memengaruhi turnover intention karyawan berdasarkan artikel empiris yang terbit pada periode 2021–2025. Metode yang digunakan adalah Systematic Literature Review (SLR) dengan kerangka PICOC dan pelaporan mengikuti PRISMA 2020. Pencarian dilakukan pada September 2026 melalui DOAJ, IDEAS/RePEc, PubMed Central, Portal Garuda, dan laman resmi penerbit jurnal. Sebanyak 30 artikel empiris memenuhi kriteria dan dianalisis dengan sintesis tematik serta penghitungan suara (vote counting). Hasil menunjukkan bahwa faktor yang paling banyak dikaji adalah kepuasan kerja (12 artikel), komitmen organisasi (10 artikel), serta stres kerja, burnout, dan beban kerja (10 artikel). Kepemimpinan menurunkan turnover intention pada seluruh lima artikel yang mengkajinya, sedangkan stres kerja, burnout, dan beban kerja meningkatkannya pada lima dari sepuluh artikel. Arah pengaruh kepuasan kerja, budaya organisasi, serta pengembangan karier dan kompensasi tidak seragam antarkonteks. Kepuasan kerja dan komitmen organisasi masing-masing berperan sebagai mediator pada enam artikel. Temuan ini mendukung strategi retensi terpadu yang menggabungkan pengelolaan beban kerja, kepemimpinan suportif, penguatan komitmen, dan keseimbangan kehidupan kerja.
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