Hubungan antara Presenteeism dengan Turnover Intention pada Pengajar Pendidikan Nonformal
DOI:
https://doi.org/10.26740/cjpp.v12n02.p750-760Keywords:
Presenteeism, Turnover intention, Lembaga pendidikan nonformal, PengajarAbstract
Fenomena presenteeism, yaitu perilaku hadir bekerja meskipun dalam kondisi sakit atau kelelahan psikologis, menjadi masalah penting di lembaga pendidikan nonformal yang sebagian besar pengajarnya memiliki status kerja tidak tetap dan pendapatan fluktuatif. Penelitian ini bertujuan untuk menganalisis hubungan antara presenteeism dan turnover intention pada tenaga pengajar di enam lembaga bimbingan belajar di Surabaya. Pendekatan yang digunakan adalah kuantitatif korelasional dengan teknik convenience sampling, melibatkan 107 pengajar. Instrumen penelitian berupa skala presenteeism (25 item; α=0,836) dan skala turnover intention (25 item; α=0,742). Analisis data dilakukan menggunakan statistik deskriptif, uji normalitas Kolmogorov–Smirnov, dan uji korelasi Pearson dengan taraf signifikansi 0,05. Hasil penelitian menunjukkan mayoritas responden memiliki tingkat presenteeism dan turnover intention pada kategori sedang, meskipun terdapat proporsi cukup besar yang berada pada kategori tinggi pada aspek lost productivity dan intention to quit. Uji korelasi Pearson menunjukkan adanya hubungan positif yang signifikan antara presenteeism dan turnover intention (r=0,684; p<0,01). Temuan ini mengindikasikan bahwa semakin tinggi presenteeism, semakin besar kecenderungan pengajar untuk berpindah kerja. Implikasi penelitian ini menekankan pentingnya lembaga pendidikan nonformal menyediakan program kesejahteraan dan dukungan organisasi guna mengurangi presenteeism dan menekan niat berpindah kerja.
Abstract
The phenomenon of presenteeism, which refers to the behavior of coming to work despite being sick or experiencing psychological fatigue, is a significant issue in non-formal educational institutions where most teachers have non-permanent employment status and fluctuating incomes. This study aims to analyze the relationship between presenteeism and turnover intention among teachers at six tutoring institutions in Surabaya. A quantitative correlational approach was used with convenience sampling, involving 107 teachers. The research instruments consisted of a presenteeism scale (25 items; α=0.836) and a turnover intention scale (25 items; α=0.742). Data analysis was conducted using descriptive statistics, the Kolmogorov–Smirnov normality test, and Pearson's correlation test at a significance level of 0.05. The results showed that the majority of respondents had moderate levels of presenteeism and turnover intention, although a significant proportion were in the high category for lost productivity and intention to quit. The Pearson correlation test showed a significant significant positive relationship between presenteeism and turnover intention (r = 0.684; p < 0.01). This finding indicates that the higher the presenteeism, the greater the tendency for teachers to change jobs. The implications of this study emphasize the importance of non-formal educational institutions providing welfare programs and organizational support to reduce presenteeism and curb turnover intentions.
Downloads
References
Aryawan, F. N., Sonhadji, A., Kusmintardjo, Ulfatin, N., & Pamungkas, A. H. (2017). Interpolicy Dynamics Between Nonformal Education Policy and Language Policy of Internationalisation Through Ilfs Teaching in Indonesia. European Journal of Education Studies, 3(9), 229–264. https://doi.org/10.5281/zenodo.858443
Bahri, E. S., Aslam, M. M. M., & Hermawan, Y. (2024). Innovation in Non-formal Education in Indonesia. Journal of Psychology and Sustainable Education, 1(2), 51–56. https://doi.org/10.62886/jpse.v1i2.7
Bakker, A. B., & Demerouti, E. (2017). Job Demands-Resources Theory: Taking Stock and Looking Forward. Journal of Occupational Health Psychology, 22(3), 273–285. https://doi.org/10.1037/ocp0000056
Chang, Y. T., Su, C. T., Chen, R. Y., Yeh, C. Y., Huang, P. T., Chen, C. J., & Chu, M. (2015). Association between Organization Culture, Health Status, and Presenteeism. Journal of Occupational and Environmental Medicine, 57(7), 765–771. https://doi.org/10.1097/JOM.0000000000000439
Chun, B. Y., & Song, C. S. (2020). A Moderated Mediation Analysis of Occupational Stress, Presenteeism, and Turnover Intention among Occupational Therapists in Korea. Journal of Occupational Health, 62(1), 1–10. https://doi.org/10.1002/1348-9585.12153
Collie, R. J. (2023). Teacher Well-Being and Turnover Intentions: Investigating The Roles of Job Resources and Job Demands. British Journal of Educational Psychology, 93(3), 712–726. https://doi.org/10.1111/bjep.12587
Etikan, I., Musa, S. A., & Alkassim, R. S. (2016). Comparison of Convenience Sampling and Purposive Sampling. American Journal of Theoretical and Applied Statistics, 5(1), 1. https://doi.org/10.11648/j.ajtas.20160501.11
Garcia, T. V., & Juliani, C. C. (2022). Teacher’s Health and Presenteeism. Revista Brasileira de Medicina Do Trabalho, 22(2), 1–7. https://doi.org/10.47626/1679-4435-2022-973
Grant, A. A., Jeon, L., & Buettner, C. K. (2019). Relating Early Childhood Teachers’ Working Conditions and Well-Being to Their Turnover Intentions. Educational Psychology, 39(3), 294–312. https://doi.org/10.1080/01443410.2018.1543856
Jannah, M. (2018). Metodologi Penelitian Kuantitatif Untuk Psikologi. In UNESA University Press.
Johns, G. (2010). Presenteeism in The Workplace: A Review and Research Agenda. Journal of Organizational Behavior, 60(1), 5–22. https://doi.org/10.1002/job.630
Kicherova, M. N., Zyuban, E. V., Efimova, G. Z., & Muslimova, E. O. (2021). Non-Formal Education Resources For The “Professionso of The Future.” Siberian Socium, 5(4), 75–95. https://doi.org/10.21684/2587-8484-2021-5-4-75-95
Li, R., & Yao, M. (2022). What Promotes Teachers’ Turnover Intention? Evidence From a Meta-Analysis. Educational Research Review, 37, 1–7. https://doi.org/10.1016/j.edurev.2022.100477
Luksyte, A., Yeo, G., Avery, D. R., & Howard, E. (2025). Presenteeism During Public Health Crises: Examining Why Organisational Sickness Preventative Practices Work Differently For Men and Women. Australian Journal of Management, December 2024. https://doi.org/10.1177/03128962241312724
Mobley, W. H., Horner, S. O., & Hollingsworth, A. T. (1978). An Evaluation of Precursors of Hospital Employee Turnover. Journal of Applied Psychology, 63(4), 408–414. https://doi.org/10.1037/0021-9010.63.4.408
Ning, L., Jia, H., Gao, S., Liu, M., Xu, J., Ge, S., Li, M., & Yu, X. (2023). The Mediating Role of Job Satisfaction and Presenteeism on The Relationship Between Job Stress and Turnover Intention among Primary Health Care Workers. International Journal for Equity in Health, 22(1), 1–11. https://doi.org/10.1186/s12939-023-01971-x
Odongo, O. I., Grace, K. M., & Loyce, K. K. (2025). Job Stress and Turnover Intention among In-Service Teachers in Lira City and Wakiso District, Uganda. East African Journal of Arts and Social Sciences, 8(1), 285–301. https://doi.org/10.37284/eajass.8.1.2742
Oyigbo, D. N., Ngwu, P. N. C., & Nwachukwu, R. U. (2021). Non-Formal Education and Economic Growth in Nigeria: The Need For a System-Wide Programme Development Framework. International Review of Education, 67(5), 687–709. https://doi.org/10.1007/s11159-021-09920-y
Ozduran, A., Saydam, M. B., Eluwole, K. K., & Mertens, E. U. (2025). Work-family Conflict, Subjective Well-Being, Burnout, and Their Effects on Presenteeism. Service Industries Journal, 45(3–4), 303–329. https://doi.org/10.1080/02642069.2023.2209507
Patro, C. S., & Kamakula, M. K. R. (2016). A Take on Employee Welfare Facilities and Employees’ Efficiency. International Journal of Asian Business and Information Management, 7(3), 54–70. https://doi.org/10.4018/ijabim.2016070104
Peterson, C. H., Peterson, N. A., & Powell, K. G. (2017). Cognitive Interviewing For Item Development: Validity Evidence Based on Content and Response Processes. Measurement and Evaluation in Counseling and Development, 50(4), 217–223. https://doi.org/10.1080/07481756.2017.1339564
Salsabil, S. (2025). Factors Influencing Presenteeism: The Role of Individual Characteristics, Job Demands, and Job Insecurity in the Workplace. Asian Journal of Toxicology, Environmental, and Occupational Health, 2(2), 83–97. https://doi.org/10.61511/ajteoh.v2i2.2025.1449
Sanavi, S., & Fariba; Habybabady, Rahele H.1; Rezaei, S. (2025). The Effect of Education on Job Stress and Mental Health in University Staff. Indian Journal of Occupational and International Medicine, 23(1), 8–13. https://doi.org/10.4103/ijoem.IJOEM
Sarigul, S. S. (2023). The Mediating Role Of Job Satisfaction And Presenteeism In The Relationship Between Job Stress And Turnover Intention: An Application In Family Health Centres. Nevşehir Hacı Bektaş Veli Üniversitesi SBE Dergisi, 22(1), 310–328. https://doi.org/10.1186/s12939-023-01971-x
Serya, H., & El-Gilany, A. H. (2025). Presenteeism and Its Associated Factors Among Teachers. Medicina Del Lavoro, 116(2), 5–8. https://doi.org/10.23749/mdl.v116i2.16010
Simarmata, F. W., Rahman, A., & Kusdyah, I. (2023). Pengaruh Kohesivitas Kelompok Dan Kepuasan Kerja Terhadap Produktivitas Kerja Melalui Turnover Intention Karyawan Pt. Purnama Indonesia Di Sidoarjo. Jurnal Ekonomi Manajemen Dan Bisnis, 4(1), 14–33. https://doi.org/10.32815/jubis.v4i1.1800
Uslukaya, A., & Demirtas, Z. (2023). The Relationships Between Teacher Presenteeism, Emotional Demands, Trust in Principal and Emotional Exhaustion: A Multilevel Moderated Mediated Analysis. Social Psychology of Education, 26(6), 1697–1722. https://doi.org/10.1007/s11218-023-09820-z
Wahyudi, I., Nurmalasari, A., Bikorin, B., Akmal, M., & Primartono, Y. R. (2024). Kajian Literatur: Faktor Yang Mempengaruhi Turnover Intention Karyawan Dalam Manajemen Sumber Daya Manusia. Urnal Manuhara: Pusat Penelitian Ilmu Manajemen Dan Bisnis, 2(2), 47–53.
Wu, T. J., Yuan, K. S., & Yen, D. C. (2023). Leader-Member Exchange, Turnover Intention and Presenteeism The Moderated Mediating Effect of Perceived Organizational Support. Current Psychology, 42(6), 4873–4884. https://doi.org/10.1007/s12144-021-01825-1
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2025 Mochammad Randy Pradika Rakasiwy, Viona Dea Surya Cipta
This work is licensed under a Creative Commons Attribution 4.0 International License.
Authors who publish in this journal agree to the following terms:
Copyright in any article is held by the author.
The author grants the journal, publication rights with the work simultaneously licensed under a Creative Commons Attribution License that allows others to share the work with an acknowledgment of the work's authorship and initial publication in this journal.
Authors may enter into separate, additional contractual arrangements for the non-exclusive distribution of the journal's published version of the work (e.g., posting it to an institutional repository or publishing it in a book), with an acknowledgment of its initial publication in this journal.
Authors are permitted and encouraged to post their work online (e.g., in an institutional repository or on their website) prior to and during the submission process, as this can lead to productive exchanges, as well as earlier and greater citation of published work.
Abstract views: 40
,
PDF Downloads: 17
