Work Insecurity Enhances Work Stress and Burnout in Indonesian Railway Industry

Abstract

Human resources are the company's most important asset for his role as the subject of implementing the policy and operations of the company. The resources owned by companies such as capital, methods and machines could not provide optimum results if not supported by human resources that have optimum performance. According Syamsuddinor (2014), Human resource is one of the major capitals in an organization, which can provide invaluable contribution in achieving the strategic objectives of the organization. Good organizational planning would be supported by the ability of human resources in carrying out its work, so that in the process these objectives will not have much of a problem, (Soelton, 2018), (Ramli et al, 2019) and (Jumadi et al, 2018) The element of human resource management is an individual who is a manpower company. Thus the focus of the study by human resources is an issue that affects the human labor. Human resources are not well managed will affect turnover intention in a company. Turnover or turnover of labor is a concrete manifestation of turnover intention which can be a serious problem for the company or organization, particularly if the exit is a workforce that has the skills, abilities, skilled and experienced or workers who occupy a vital position in the company, so as to disturb effectiveness of nets companies (Soelton and Atnani, 2018). According Rival (2013), turnover intention factors are workload, long work, social support and compensation. But in fact, turnover intention that at some companies are also affected by several other factors. Turnover intention is defined as a mediating factor between the attitudes that affect the intention to leave the company and actually left the company (Yucel, 2012), turnover intention is an intention to leave the company voluntarily and could affect the status of the company and will certainly affect the productivity of employees (Issa et al , 2013). Turnover intention is the level of behavioral tendencies that are owned by employees to find new jobs elsewhere or plan to leave the company within three months ahead. With that a company needs to pay attention to the factors that influence the turnover intention not to increase. Some companies have increased turnover intention that it is difficult to achieve organizational goals. And one of these companies, namely The Indonesia Railway Industry. Based on secondary data resignation of employees of The Indonesia Railway Industry. continues to increase four (4) years. Based on Figure 1.1 can be calculated percentage of the resignation of employees are encouraged in 2015 by 5% in 2016 decreased to 3% in the year 2016 again decreased to 1% and in the