The Effect of Compensation and Turnover Intention on Counterproductive Work Behavior of Employees at PT Cemaru Lestari in Landak Regency, West Kalimantan

Dewi Prasetia; Irfan Mahdi

doi:10.55927/ministal.v5i3.11

Authors

Dewi Prasetia Universitas Muhammadiyah Pontianak
Irfan Mahdi Universitas Muhammadiyah Pontianak

DOI:

https://doi.org/10.55927/ministal.v5i3.11

Keywords:

Compensation, Turnover Intention, Counterproductive Work Behavior

Abstract

This study investigates how Compensation and Turnover Intention influence Counterproductive Work Behavior among employees of PT Cemaru Lestari in Landak Regency, West Kalimantan. The study adopted a quantitative approach using an associative research design, with 89 respondents selected through a saturated sampling technique. Research data analysis involved multiple linear regression assessment, which was carried out using SPSS. The findings indicated that Compensation and Turnover Intention jointly exert a significant influence on Counterproductive Work Behavior, as demonstrated by an F-count of 9.978 with a significance level of p < 0.001. Partially, Compensation was found to have a negative and significant effect on Counterproductive Work Behavior, as indicated by a t-value of −2.090 and a significance level of 0.040 < 0.05. In contrast, Turnover Intention had a positive and significant effect on Counterproductive Work Behavior, with a t-value of 3.493 and a significance level of 0.001 < 0.05. The correlation coefficient value of 0.434 indicates a relationship with a moderate strength level, whereas the coefficient of determination value of 0.188 indicates that the independent variables can explain Counterproductive Work Behavior by 18.8%.

References

Amalia, D. P., & Zakiy, M. (2021). Working period as a moderating variable of work family conflict, work stress, and turnover intention on counterproductive work behavior: Masa kerja sebagai variabel pemoderasi konflik keluarga pekerjaan, stres kerja, dan turnover intention terhadap perilaku kerja yang kontraproduktif. Perisai: Islamic Banking and Finance Journal, 5(2), 202–212.

Ardan, M., & Jaelani, A. (2021). Manajemen sumber daya manusia: Turnover intention dapat mempengaruhi kualitas kinerja perusahaan. CV Pena Persada.

Bennett, R. J., & Robinson, S. L. (2000). Development of a measure of workplace deviance. Journal of Applied Psychology, 85(3), 349–360. https://doi.org/10.1037/0021-9010.85.3.349

Bustan, A. M., Sjahruddin, H., & Hamiddin, M. I. N. (2025). Apakah keadilan distributif dan stres kerja dapat mempengaruhi perilaku kerja kontraproduktif karyawan? RIGGS: Journal of Artificial Intelligence and Digital Business, 4(3), 6498–6508.

Dwipa, W., Agustina, T. S., Ekowati, D., Nur, M., Wijaya, I., Nafi, M. I., & Airlangga, U. (2025). Counterproductive work behavior: Sebuah tinjauan literatur sistematis. JIMEA: Jurnal Ilmiah MEA (Manajemen, Ekonomi, dan Akuntansi), 9(1), 3188–3204.

Fikri. (2023). Counterproductive work behavior. CV Diva Pustaka.

Fitri, M. A. (2018). Pengaruh intensi turnover dan ketidakhadiran terhadap kinerja pegawai Dinas Pendidikan DKI Jakarta. Jurnal Manajemen Pendidikan, 9(52), 41–50. https://doi.org/10.21009/jmp.v9i1.10782

Harnoto. (2002). Manajemen sumber daya manusia (Edisi 2). PT Prehallindo.

Hasibuan, M. S. P. (2017). Manajemen sumber daya manusia. Bumi Aksara.

Husain, B. A. (2020). Pengaruh kompensasi terhadap disiplin kerja karyawan pada PT Strategic Pestcontrol Tebet Jakarta Selatan. Jurnal Ilmiah Manajemen Sumber Daya Manusia, 3(3), 277–285.

Ismail, V. Y. (2025). Dinamika pengembangan SDM Gen-Z. Deepublish Digital.

Kamau, J. N. (2022). Breaking trust: Exploring the link between psychological contract violation and workplace deviance with turnover intention as a mediator. Journal of Allied Research in Social and Development Sciences, 10(4), 30–46.

Katabalo, C. V., & Mwita, K. M. (2024). The role of compensation on job satisfaction, employee performance and organisational performance. Science Mundi, 4(1), 137–148. https://doi.org/10.51867/scimundi.4.1.12

Khoiruddin, J. M., Limgiani, & Lukitaningtias, F. (2023). Pengaruh lingkungan kerja, budaya organisasi dan disiplin kerja terhadap perilaku kerja kontraproduktif di PT Indomarco Prismatama Divisi Buah Cabang Malang. Jurnal Penelitian & Pengkajian Ilmiah Mahasiswa (JPPIM), 4(1), 1–9. https://www.wisnuwardhana.ac.id/jppim/index.php/jppim/article/view/117

Korir, K. E., Kemboi, A., & Bonuke, R. (2022). Psychological contract violation and workplace deviance: The mediating effect of turnover intention. British Journal of Management and Marketing Studies, 5(3), 98–115. https://doi.org/10.52589/BJMMS-49IM12WM

Maulina, D. S., Prahiawan, W., & Mumtazah, L. (2024). The effect of employee absenteeism and turnover on innovation and organizational performance. JEAMS: Journal of Economy, Accounting and Management Science, 5(2), 142–150.

Meliana. (2024). Kompensasi dan keseimbangan kehidupan kerja. In Manajemen kompensasi (p. 243). PT Sada Kurnia Pustaka.

Nafi’ah, F., Setiyadi, A. Y., Wakhidatun, T. U. N., Setiawan, A., & Sijabat, R. (2025). Pengaruh kompensasi terhadap kinerja karyawan. Jurnal Riset Multidisiplin Edukasi, 2(7), 164–169.

Prasetyo, T., & Rosyada, D. F. (2023). Turnover intention karyawan rumah sakit perspektif kepuasan kerja, komitmen organisasi, dan karakteristik individu. Penerbit Samudra Biru.

Pratama, A. W., & Parahyanti, E. (2019). Counterproductive work behavior among government employees: The role of basic psychological needs, compensation, and organizational factors. Atlantis Press, 229, 770–784. https://doi.org/10.2991/iciap-18.2019.64

Pristiawati, V. D., & Santoso, R. A. (2021). The effect of compensation on employee performance through work discipline as an intervening variable at Panahmas Dwitama Distrindo LTD Jember. Journal Research of Social Science, Economics, and Management, 1(5), 443–454. https://doi.org/10.59141/jrssem.v1i5.44

Riyanto, S., & Hatmawan, A. A. (2020). Metode riset penelitian kuantitatif penelitian di bidang manajemen, teknik, pendidikan dan eksperimen. Deepublish.

Rofiqoh, A. N., & Ronny. (2025). The effect of financial compensation on turnover intention with affective and normative commitment as an intervening variable in employees Edi-Indonesia. Dinasti International Journal of Economics, Finance & Accounting, 6(5), 3731–3757. https://doi.org/10.38035/dijemss.v6i5

Rumawas, W. (2018). Manajemen sumber daya manusia. Universitas Sam Ratulangi.

Saputra, A., Astaginy, N., & Hendrik. (2025). Pengaruh kesesuaian kompensasi dan keadilan distributif terhadap perilaku kerja kontraproduktif pada pegawai Dinas Pendidikan dan Kebudayaan Kabupaten Kolaka. PAMARENDA: Public Administration and Government Journal, 5(1), 415–425. https://doi.org/10.52423/pamarenda.v5i1.185

Siregar, S. (2018). Statistik parametrik untuk penelitian kuantitatif dilengkapi dengan perhitungan manual dan aplikasi SPSS versi 17. PT Bumi Aksara.

Sugiyono. (2022). Metode penelitian kuantitatif kualitatif dan R&D. CV Alfabeta.

Sutrisno, E. (2017). Manajemen sumber daya manusia (Pertama). Kencana.

Suyasa, P. T. Y., Sari, E., & Putra, I. R. P. (2020). Memahami perilaku kerja kontraproduktif. Penerbit Andi.

Syarifuddin, & Saudi, I. Al. (2022). Metode riset praktis regresi berganda menggunakan SPSS. Bobby Digital Center.

Wardani, D., & Yousef, Y. (2018). Pengaruh gaji, stres kerja, dan keadilan interaksional terhadap perilaku penyimpangan pegawai (employee deviance) studi kasus terhadap Divisi Marketing PT XYZ. Jurnal Ekonomi, Manajemen dan Perbankan, 2(1), 31–42.