The Effect of Job Satisfaction and Job Insecurity on Employee Turnover Intention at PT. Malindo Feedmill Tbk Pontianak Hatchery

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FORMOSA NEWS - Pontianak - Job Insecurity and Low Job Satisfaction Drive Employee Turnover in Poultry Industry. Declining job satisfaction combined with heightened feelings of job insecurity significantly increases the likelihood of employees quitting their jobs in the poultry production sector, according to new empirical research published by researchers Andhini and Irfan Mahdi from Universitas Muhammadiyah Pontianak. Published in the Journal of Finance and Business Digital in September 2026, the study investigates the underlying workforce dynamics at PT Malindo Feedmill Tbk Pontianak Hatchery, revealing that more than half of employee turnover intention is driven directly by these two psychological factors. These findings offer critical operational insights for agricultural businesses seeking to stabilize their workforce and maintain output consistency amid fluctuating production cycles.

Operational Challenges and Human Resource Dynamics

PT Malindo Feedmill Tbk Pontianak Hatchery serves as a vital production unit in West Kalimantan, specializing in the breeding, hatching, and distribution of Final Stock Day Old Chicks (FS DOC) for broiler and layer poultry farming. The hatchery operates under strict operational protocols, where precise control over incubation, temperature, transportation, and post-hatch handling directly dictates chick vitality and market quality. Because any procedural error can degrade product standards, the company relies heavily on a dependable and disciplined workforce to carry out daily tasks. Despite this operational reliance, internal company metrics revealed a noticeable decline in annual production from 112,641 chicks in 2022 down to 69,505 chicks in 2025. Concurrently, employee turnover experienced a spike, reaching 7.41% in 2024, alongside subtle increases in absenteeism and minor disciplinary violations. Because high turnover disrupts daily workflow distribution and increases the training burden on remaining staff, understanding the root causes of employee departure became a priority for both corporate management and organizational researchers.

Evaluating Workforce Perceptions Through Quantitative Research
To analyze the factors influencing employee resignation decisions, Andhini and Irfan Mahdi from Universitas Muhammadiyah Pontianak designed an associative quantitative study. The research evaluated a complete target sample of 41 operational employees at the Pontianak Hatchery facility using a saturated sampling method that excluded upper management to focus strictly on technical personnel. Data was gathered through structured Likert-scale questionnaires alongside primary interviews with facility leadership, focusing on three core operational variables: job satisfaction, job insecurity, and turnover intention. The statistical evaluation was executed using multiple linear regression analysis, supported by classic assumption tests to guarantee data validity, normality, and the complete absence of multicollinearity. The resulting empirical model ($Y = 2.094 - 0.495X_1 + 0.447X_2$) yielded a multiple correlation coefficient ($R$) of 0.746, confirming a strong relationship between workplace attitudes and worker departure tendencies.

Key Findings on Employee Turnover Drivers
The empirical analysis yielded three fundamental results regarding workforce behavior in the poultry hatchery environment:

• Joint Influence on Resignation Intention: Job satisfaction and job insecurity simultaneously exert a statistically significant effect on turnover intention ($F\text{-value} = 23.899$). Together, these two factors account for 55.7% of the total variance in employee turnover decisions ($R^2 = 0.557$), with external factors outside the study scope accounting for the remaining 44.3%.
  
• Impact of Job Satisfaction: Job satisfaction demonstrates a strong negative influence on turnover intention ($t = -3.107, p = 0.004$). Higher satisfaction regarding salary, supervision, peer support, and work conditions directly reduces an employee's intention to seek alternative employment.
  
• Impact of Job Insecurity: Perceived job insecurity shows a positive, statistically significant relationship with turnover intention ($t = 2.269, p = 0.029$). When employees experience anxiety regarding job stability, employment status, or career growth, their inclination to voluntarily resign increases markedly.
  

Industry Implications and Real-World Impact
The research conducted by Andhini and Irfan Mahdi underscores that financial compensation alone is insufficient to guarantee employee retention in high-precision agricultural sectors. Industrial management must address psychological safety and operational stability to maintain consistent production yields. By mitigating job insecurity through clear employment contracts, transparent career pathways, and open organizational communication companies can lower absenteeism, minimize voluntary resignations, and protect operational continuity. 

Author Profile
Andhini, S.E. — Researcher in Human Resource Management at the Faculty of Economics and Business, Universitas Muhammadiyah Pontianak, Indonesia. Her research focuses on organizational behavior, employee performance metrics, and workplace psychology.
Irfan Mahdi, S.E., M.M. — Lecturer and Academic Researcher at the Faculty of Economics and Business, Universitas Muhammadiyah Pontianak, Indonesia. He specializes in strategic human resource management, leadership development, and operational performance analysis.

Source
Andhini, Irfan Mahdi. The Effect of Job Satisfaction and Job Insecurity on Employee Turnover Intention at PT. Malindo Feedmill Tbk Pontianak Hatchery. Journal of Finance and Business Digital (JFBD), Vol. 5, No. 3, Tahun 2026, Hal. 289–304
DOI: https://doi.org/10.55927/jfbd.v5i3.25
URL: https://journaljfbd.my.id/index.php/jfbd