The Influence of Job Stress, Work Environment, and Compensation on Turnover Intention at PT. Cahaya Bintang Plastindo Lamongan

Purpose: This research aims to analyze the influence of work stress, work environment, and compensation on turnover intention at PT. Cahaya Bintang Plastindo Lamongan. Design/methodology/approach: This type of research uses a quantitative approach and uses primary data. The population in the study were 48 employees of PT. Plastindo Lamongan Starlight. The sampling technique in this research uses saturated samples, namely a sampling technique that uses all members of the population as samples. Data collection through questionnaires. The analysis method used is the Statistical Product and Service Solution (SPSS) Version 21 method. Findings: The results of this research show that: (1) Job stress partially has a positive effect on turnover intention (t count > t table ) so, (2.372 > 1.678) with a significance of 0.022 ˂ 0.05. (2) The work environment partially hurts turnover intention (t count > t table ) so, (-2.369 > 1.678) with a significance of 0.022 ˂ 0.05. (3) Partial compensation does not affect employee performance (t count ˂ t table ) so, (-1.186 ˂ 1.678) with a significance of 0.242 ˂ 0.05. (4) Work stress, work environment and compensation together (simultaneously) influence turnover intention (F count > F table ) so, (5.676 > 4.04) with a significance of 0.002 < 0.05. Research limitations/implications: The limitations in this research are the basis for recommendations for future researchers to further develop variables that are influenced by turnover intention other than work stress, work environment, and compensation, because there are still many factors that are not available in this research, apart from that this research was also conducted at one company and The sample obtained was only 48 employees so the results in this study did not cover a wide range. Practical implications: Based on the research results of the three variables, namely work stress, work environment, and compensation, both directly and indirectly, it turns out that they simultaneously influence turnover intention. Based on the research results, work stress has a significantly greater influence, thus the company is expected to be able to maintain conditions. work that can trigger stress for employees. To manage work stress among employees, the Company can provide a safe and comfortable work environment Originality/value: The research conducted by the researcher stated that this research was the result of his work and was the first time at PT. Cahaya Bintang Plastindo Lamongan with the title of the research studied, except for quotations from several summaries, all of which the researcher has explained the source.


I. INTRODUCTION
The human resources contained in an organization or industry can be implemented according to needs so that individual or industry goals can be achieved.The achievement of organizational success is greatly influenced by employee performance in carrying out the work.Source: PT.Cahaya Bintang Plastindo Lamongan Based on the data above, many employees decide to leave the company because they are too stressed at work, the burden of information is too heavy, or because they keep up with current developments.The high level of work stress experienced by employees is one of the factors that influences employee turnover intention.Each employee has a different level of work stress, as do employees at PT. Cahaya Bintang Plastindo in Lamongan.
One of the factors that PT.Cahaya Bintang Plastindo Lamongan so that the performance of its employees is good is the work stress experienced by its employees.Robbins and Judge, (2018:429) state that work stress is a dynamic condition where an individual is faced with opportunities, demands, or resources that are related to what the individual expects and whose results are seen as uncertain and important.There is often work stress experienced by employees at PT. Cahaya Bintang Plastindo Lamongan.Employees are required to be competitive and professional in carrying out their duties, which creates a lot of pressure which results in stress in carrying out their work according to Sari, (2019).
There are several factors within a company, in how the company can manage the work environment within the company well and conductively when employees work to reduce the level of stress experienced by employees.In research conducted by Agustama and Giantari, (2020) work stress is an adjustment, which is mediated by individuals or psychological processes which are consequences originating from actions outside the environment.Work stress can be seen in the employee's performance, the role they obtain, the employee's interpersonal skills, and the career development they have achieved in the company.Stress in employees is usually caused by superiors who provide unclear and unfair instructions in distributing employee performance.If work stress on employees is not resolved immediately, it will hurt the company.
The work environment is also one of the determining factors for a company's success.An employee's work environment includes everything around the employee, both physical and non-physical.The work environment is the physical conditions around which employees work, such as the size of the workspace, room light, wall color, cleanliness of the workplace, and so on.Meanwhile, the non-physical work environment is an environment created by relationships between fellow employees, employees supervisors, and other interactions.According to Nur's research, (2022) work stress, work environment, and compensation directly influence turnover intention.
Causes that can influence turnover intention are low wages or compensation and increased workload.The amount of compensation measures the value of the work itself, so compensation is very important for the work itself.
According to Bangun in Muslimin and Iristian, (2015:254) compensation is an important factor and is a concern for many organizations in retaining and attracting quality human resources.Compensation has the principle of being balanced, fair, and equitable to create work harmonization that is conducive and productive for the company.Compensation that is by similar industry standards or by the desires and background of :: IJEBD :: Page │42 employees will make employees satisfied with their income and will not think about leaving the organization.Deviations in compensation will increase labor movement or turnover intention.
Turnover intention is the desire or intention to move employees from one workplace to another.The desire to move experienced by these employees was driven by the employee's desire to look for other alternative jobs but in the same field at another company, which the other company felt was more capable of providing job satisfaction or providing what the employees hoped and goals were compared to the previous company (Hasbie et al., 2016).

II. METHODS
This research is associative research, associative research is research that aims to determine the influence or relationship between two or more variables.This research analyses three independent variables, namely: work stress (X1), work environment (X2), compensation (X3), and one dependent variable (dependent) turnover intention (Y).According to Robbin and Judge, (2016:429), work stress is a dynamic condition where an individual is faced with opportunities, demands, or resources related to what the individual expects, Robbin and Judge, (2016) state that work stress has several indicators, namely: physiological, psychological and behavioral.Sedarmayanti, (2017:26) also states that the work environment is a place for several groups where there are several supporting facilities to achieve company goals by the Company's vision and mission and also states that work environment indicators are divided into 2, namely the physical work environment and nonphysical work environment where the physical work environment includes lighting, air circulation, security, air temperature in the workplace, noise, mechanical vibrations and decoration or layout while the non-physical work environment is the work relationship between superiors and subordinates, the relationship between colleagues.
According to Simamora, (2015:442), compensation is financial rewards, services, and benefits that employees receive as part of employment relations, Simamora, (2017:445) states that several things can be used as indicators, namely: wages and salaries, incentives, and benefits and facilities received by employees.Meanwhile, Mobley et, al., (2015) stated that the tendency or intention of employees to quit their jobs voluntarily or move from one workplace to another according to their own choice, there are several indicators according to Mobley et, al., Halimah, (2016) that can trigger quitting a company, namely: thinking about leaving, looking for alternative jobs and the intention to leave a company or organization.
The population in this study were employees of PT.Cahaya Bintang Plastindo Lamongan, totaling 48 employees, used a saturated sample and the type of data used in this research was primary data researchers used Google Forms as a data collection medium which was distributed or distributed to respondents online.
The data collection technique in this research is an instrument test which consists of a validity test and a reliability test.In this research, the validity test is used to test the influence variables of Job Stress (X1), Work Environment (X2), Compensation (X3), and Turnover Intention (Y) by comparing the calculated r-value with the table r value.If the calculated r-value ˃ is from the table r value and is positive then the validity test is declared valid, while the reliability test in this research is according to Guildford, (1956).With several reliability criteria, namely: ˂0.20 is included in very low reliability, 0.20-0.40 is included in low reliability, 0.41-0.70 is included in medium reliability, 0.71-0.90 is included in high reliability, and 0.91-1.0includes very high reliability.
The classic assumption test consists of a normality test, the normality test in this study uses a normal P-P plot of the regression table concerning the questionnaire items that are detected as normal in the table, the multicollinearity test is carried out to detect whether or not there are symptoms of multicollinearity in this study by paying attention to the numbers VIF and tolerance, while the heteroscedasticity test in this research was carried out by paying attention to the presence or absence of certain patterns on the graph plot.
Multiple linear regression is to predict the relationship between one dependent variable and three independent variables, the coefficient of determination is used to measure the extent of the model's ability to explain the dependent variables, hypothesis testing consisting of the t-test (Partial) test is carried out with the criteria of acceptance and rejection separately.partial while the F test (simultaneous) is a test carried out with acceptance and rejection criteria together (simultaneous).The correlation of each statement item has a calculated r-value greater than the r-table, so based on the validity test it shows that all statement items on the variables of work stress, work environment, compensation, and turnover intention are declared valid and can be used as research instruments.Based on the table above, it is known that the results of reliability testing of all indicators of the independent variable and dependent variable show reliability, so it is stated that all indicators are proven to be moderately reliable and highly reliable.

III. RESULTS AND DISCUSSION
The classical assumption test consists of the normality test, multicollinearity test, and heteroscedasticity test.The following is a table of normality tests, multicollinearity tests, and heteroscedasticity tests.Based on the table above, the regression model used in this study is normally distributed, because the questionnaire items are around the normality threshold.Based on the table above, the multicollinearity test from the data output results shows that the regression model used does not show symptoms of multicollinearity.

Figure 2 Heteroscedasticity Test Results
Based on the data table above, in this table the data is spread out and does not create a particular pattern, this means that in this study there was no heteroscedasticity found.
Multiple linear regression test analysis was carried out to determine the influence of work stress, work environment, and compensation on turnover intention PT.Cahaya Bintang Plastindo Lamongan.

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Regression analysis is used to determine the extent of the relationship between the independent variable and the dependent variable.Based on the SPSS output results, the value a = 8.468 can be obtained, while the value b₁= 0.234, the value b₂ = -0.105,and b₃ = -0.060.In this way, a multiple linear regression equation can be formed, namely Y = 8.468 + 0.234 X1 -0.105 X2 -0.060 X3 + e.This explains that work stress has a positive influence on turnover intention, the work environment has a negative influence on turnover intention and compensation does not influence turnover intention.
The coefficient of determination value is 0.279.This means that the variables work stress (X1), work environment (X2), and compensation (X3) have an influence of 27.9% on turnover intention.The remainder is influenced by other variables not tested in this study, amounting to 72.1%.
Hypothesis testing consists of the t-test (partial test) and the F test (simultaneous test), the following is a table of the t-test (partial) and F test (simultaneous).Based on the results of the t-test using SPSS version 21, it is known that the work stress variable (X1) has a positive effect on turnover intention.This can be proven by the t-count value of 2.372 which is greater than the t-table of 1.678.The work environment (X2) hurts turnover intention.This can be proven by the t-count value of -2.369 which is greater than the t-table of 1.678.Meanwhile, compensation (X3) does not affect turnover intention.This can be proven by the t-count value of -1.186, which is less than the t-table of 1.678.So, it can be concluded that H1: Accepted, H2: Accepted and H3: Rejected.Based on the table above, it can be seen that the significant value is 0.002, less than 0.05, so the variables of work stress, work environment, and compensation have a joint (simultaneous) effect on turnover intention at PT. Plastindo Lamongan Starlight.
The t-test results presented in Table 6 provide valuable insights into the factors influencing turnover intention within an organizational context.Firstly, the analysis reveals a significant positive relationship between work stress (X1) and turnover intention.The coefficient for work stress indicates that as stress levels in the workplace increase, so does the likelihood of employees considering leaving their jobs.This finding resonates with the common understanding that high levels of stress can significantly impact an individual's job :: IJEBD :: Page │47 satisfaction and overall well-being, ultimately leading to a higher turnover rate.Moreover, the statistical significance of the t-value underscores the robustness of this relationship, suggesting that organizations need to address and manage workplace stress effectively to mitigate turnover intentions among employees.
Secondly, the study highlights the adverse effect of the work environment (X2) on turnover intention.The negative coefficient associated with the work environment implies that unfavourable working conditions, such as lack of support, conflicts, or inadequate resources, are associated with higher turnover intentions among employees.The statistical significance of the t-value further solidifies this relationship, emphasizing the critical role of a positive work environment in fostering employee retention.Organizations must prioritize creating a conducive and supportive work environment that promotes employee engagement, satisfaction, and overall well-being to reduce turnover intention and enhance organizational performance.
On the other hand, the analysis indicates that compensation (X3) does not significantly influence turnover intention.While compensation remains a fundamental aspect of the employment relationship, the findings suggest that it alone may not be sufficient to deter turnover intentions among employees.This implies that while competitive compensation packages are essential, organizations must also focus on addressing other factors such as career development opportunities, work-life balance, and organizational culture to effectively retain talent.
In conclusion, the results of the t-test support the hypotheses that work stress and the work environment significantly impact turnover intention, while the influence of compensation appears to be less pronounced.Therefore, organizations must prioritize efforts to reduce workplace stress, improve the work environment, and consider a holistic approach to employee retention that encompasses various facets of the work experience beyond just compensation.By addressing these factors, organizations can cultivate a positive workplace environment conducive to employee satisfaction, engagement, and long-term retention.

IV. CONCLUSION
Based on the research results, it can be concluded that work stress influences turnover intention at PT. Cahaya Bintang Plastindo Lamongan, the work environment hurts turnover intention at PT. Plastindo Lamongan Starlight.And compensation does not affect PT's turnover intention.Plastindo Lamongan Starlight.
The suggestions given by researchers in this study are: (1) For the company PT.Cahaya Bintang Plastindo Lamongan from the results of this research it can be seen that work stress has an effect on turnover intention at PT. Plastindo Lamongan Starlight.Therefore, company owners can create a comfortable work environment with workloads that are not excessive or beyond their responsibilities so that employees feel at home and do not leave the company.(2) For employees of PT.Cahaya Bintang Plastindo Lamongan is expected to further increase the sense of desire to try to complete work responsibilities optimally by using the work abilities they have to obtain maximum work results.(3) This research is general because it appears that many other factors influence PT turnover intention.Cahaya Bintang Plastindo Lamongan, the author suggests that future researchers analyze the research more deeply by looking at the influence of various variables so that a complex analysis can be obtained by looking for other variables that influence turnover intention.

Figure 1
Figure 1 Normality Test Results

Khusnul Khotimah 1 , Jovi Iristian 2
The data instrument test consists of a validity test and a reliability test, below is a table of validity tests and reliability tests International Journal of Entrepreneurship and Business Development) Volume 07 Number 01 January 2024 This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
(The Influence of Job Stress, Work Environment, and Compensation on Turnover Intention at PT. Cahaya Bintang Plastindo Lamongan

Table 2
Validity Test Results The Influence of Job Stress, Work Environment, and Compensation on Turnover Intention at PT. Cahaya Bintang Plastindo Lamongan Khusnul Khotimah 1 , Jovi Iristian 2

Table 3
Reliability Test Results

Table 4
Multicollinearity Test Results International Journal of Entrepreneurship and Business Development) Volume 07 Number 01 January 2024 This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
:: IJEBD :: (The Influence of Job Stress, Work Environment, and Compensation on Turnover Intention at PT. Cahaya Bintang Plastindo Lamongan

Table 5
Multiple Linear Regression Test Results The Influence of Job Stress, Work Environment, and Compensation on Turnover Intention at PT. Cahaya Bintang Plastindo Lamongan Khusnul Khotimah 1 , Jovi Iristian 2

Khotimah 1 , Jovi Iristian 2
(International Journal of Entrepreneurship and Business Development) Volume 07 Number 01 January 2024 This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.The Influence of Job Stress, Work Environment, and Compensation on Turnover Intention at PT. Cahaya Bintang Plastindo Lamongan Khusnul