PENGARUH REWARD, WORK-LIFE BALANCE DAN BURNOUT TERHADAP TURNOVER INTENTION PADA KARYAWAN GENERASI MILENIAL (GEN-Y) DI PT PETROSEA TBK. POSB SORONG, KABUPATEN SORONG

Abstract

This study aims to analyze the influence of reward, work-life balance, and burnout on turnover intention among millennial employees (Gen-Y) at PT Petrosea Tbk. – POSB Sorong. The research is motivated by the increasing turnover intention among millennials, who currently dominate the company’s workforce composition. Millennials are characterized by a strong need for meaningful recognition, balanced work and personal life, and a work environment that minimizes prolonged stress. When these expectations are not adequately fulfilled, employees may experience burnout, which potentially escalates their intention to leave the organization. High turnover intention can negatively impact organizational productivity, recruitment costs, and overall stability, making it crucial to understand the factors influencing this phenomenon.This research employs a quantitative associative approach to examine the relationship and influence among variables. The population consists of 62 millennial employees, all of whom were selected as the research sample using a purposive sampling technique. Primary data were collected through a questionnaire using a four-point Likert scale and analyzed using multiple linear regression with the assistance of SPSS software. The analysis procedures included validity and reliability testing, classical assumption testing, multiple regression analysis, and hypothesis testing through partial (t-test) and simultaneous (F-test) evaluations to determine the effect of each independent variable on turnover intention.The findings indicate that work-life balance and burnout have a significant partial effect on turnover intention, whereas reward does not exhibit a significant influence. Collectively, the three variables demonstrate a strong simultaneous impact, explaining 73.1% of the variance in turnover intention. This result underscores that psychosocial factors particularly work-life balance and burnout play a more dominant role than material compensation. Accordingly, the study recommends that organizations prioritize policies to enhance work-life balance, implement strategies to mitigate burnout, and provide non-material rewards aligned with millennial employee preferences to strengthen retention.