ANALYSIS OF TURNOVER INTENTION IN THE HUMAN RESOURCE DEVELOPMENT DEPARTMENT OF PT XYZ

Abstract

This study aims to analyze the phenomenon of turnover intention within the Human Resource Development (HRD) Department of PT XYZ, a maritime and logistics service company located in the Special Capital Region of Jakarta, which experienced an increase in employee resignations, with three employees resigning in 2025 and four employees in 2026. The study employed a descriptive qualitative approach using data collection techniques consisting of semi-structured in-depth interviews, observation, and documentation involving four participants selected through purposive sampling, comprising one HRD Manager as the key informant and three HRD staff members, including one former employee who had resigned, as secondary informants. Data validity was ensured through source and technique triangulation, while data were analyzed using the Miles and Huberman interactive model. The findings indicate that the turnover phenomenon developed gradually and was primarily triggered by changes in leadership style following the appointment of a new manager. Factors contributing to turnover intention included excessive and disproportionate workloads, an overly controlling leadership style (micromanagement), a lack of trust from supervisors toward subordinates, perceived unfairness in managerial practices, and poor management of work transitions. Efforts required to reduce turnover intention include improving leadership quality as the primary priority, establishing fair and transparent managerial performance evaluation mechanisms, redistributing workloads, accelerating recruitment processes, and setting clear and consistent expectations and performance standards. This study contributes to the development of turnover intention research through a qualitative approach, particularly within the context of human resource management departments in the maritime sector, which remains relatively underexplored in existing literature.