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The restructuring of Indonesian state-owned enterprises (SOEs) and their subsidiaries following the establishment of Danantara has generated new organizational demands, particularly regarding employees’ psychological preparedness for change. This article develops a quantitative research framework to examine the effects of change communication, transformational leadership, job insecurity, and organizational culture on employees’ readiness for change, with perceived organizational support serving as a moderating variable. The study is designed as an explanatory survey targeting employees of PT Krakatau Steel subsidiaries affected by restructuring. Data are intended to be collected using a five-point Likert-scale questionnaire and analyzed through partial least squares structural equation modeling (PLS-SEM). The article proposes that change communication, transformational leadership, and organizational culture positively influence readiness for change, whereas job insecurity exerts a negative effect. In addition, perceived organizational support is expected to strengthen the positive effects of change communication, transformational leadership, and organizational culture while attenuating the negative effect of job insecurity. The article contributes to the organizational behavior literature by offering a contextually grounded framework for understanding employee responses to restructuring in SOE subsidiaries. It further highlights the strategic importance of organizational support in sustaining employees’ readiness to navigate changes in governance, work systems, and organizational direction.

This Community Service Program (PKM) was conducted to address work-related stress experienced by partner institutions amid economic uncertainty and rapid digital transformation, particularly in the era of artificial intelligence (AI). The main issues identified included role ambiguity, job insecurity, and increasing demands for competency adaptation, which contribute to psychological stress, emotional exhaustion, reduced well-being, and declining work effectiveness. To respond to these challenges, the implementation team organized educational activities in the form of seminars and interactive sharing sessions titled “Thriving at Work in the AI Era: The Dynamics of Work Stress.” The program aimed to enhance participants’ understanding, awareness, and skills in identifying sources of work stress and applying adaptive stress management strategies. A participatory education method was applied, beginning with a pre-test and concluding with a post-test to assess changes in participants’ knowledge. The results showed a notable improvement in understanding, as reflected by a decrease in incorrect responses from 27.2% to 10.8% and an increase in correct responses from 72.8% to 89.2%. The implementation process consisted of three stages: preparation (team coordination, partner needs analysis, material development, and technical preparation), implementation (delivery of materials and interactive discussions), and evaluation and reporting. The mandatory outputs of this program include a PKM report and the publication of an article in a community service journal. Additional outputs involve dissemination through mass media and the development of a booklet intended for Intellectual Property Rights (IPR) registration.

Employee turnover in Jakarta’s star-rated hotels remains high in the post-pandemic period, ranging from 11–38% annually, which significantly affects service quality and industry competitiveness. This phenomenon is driven by a combination of job insecurity due to massive layoffs, job stress from excessive workload and long working hours, and a mismatch between young employees’ career expectations and traditional HR practices. Millennials and Gen-Z tend to prioritize self-development, meaningful work, and work–life balance, making them more mobile and open to new opportunities. This study aims to identify the dominant factors influencing turnover, explore the perceptions of HR managers and frontline staff regarding the policy–practice gap, and formulate relevant HR strategies for the post-pandemic context. A qualitative case study approach was employed, involving in-depth semi-structured interviews, non-participant observation, and documentation review, analyzed using Miles, Huberman & Saldaña’s interactive model. Data validity was ensured through triangulation, member checking, and peer debriefing. Findings reveal a significant gap between HR policies and their implementation, weakening retention strategies. The study proposes integrated strategies including consistent employer branding, adaptive and transparent compensation, needs-based digital training, fair work flexibility, and competency-based career mapping. The main contribution lies in formulating a combinatorial HR model that provides a practical retention roadmap while enriching the hospitality HRM literature in Indonesia.

This research motivation is the researchers' observations regarding turnover intention at the Yuan Garden Hotel, Pasar Baru. Job insecurity and job stress are factors that influence turnover intention at the Yuan Garden Pasar Baru Hotel. The research purpose is to reveal and describe the job insecurity impact and job stress on turnover intention at the Yuan Garden Pasar Baru hotel. This type of research is quantitative descriptive with a sampling technique using purposive sampling and a sample size of 60 respondents based on a saturated sampling formula. The technique for data collection in this research uses a questionnaire with a Likert scale which has been tested for validity and reliability. The collection for is analyzed using multiple linear regression analysis with the support by SPSS (Statistics Product and Service Solution) calculation tool version 27.00. Based on the analysis results, conclusions shown on the t-test results, for the variable job insecurity (X1) with a level of significant is 0.001 < 0 .05, meaning there is a significant influence of job insecurity on turnover intention. Meanwhile, the t-test results for the job stress variable (X2) have a level of significance is 0.393 < 0.05, meaning that job stress has no significant effect on turnover intention. Based on the f-test with a level of significance is 0.000 < 0.05, this means that simultaneously job insecurity (X1) and job stress (X2) have a significant effect on turnover intention. The job insecurity (X1) and job stress (X2) variables influence the turnover intention (Y) variable by 37.6% while the remaining 62.4% is influenced by other variables.  

Penelitian ini bertujuan untuk menganalisis pengaruh job insecurity dan motivasi kerja terhadap kinerja karyawan baik secara langsung maupun tidak langsung melalui kepuasan kerja pada karyawan My Republic Tegal. Populasi yang digunakan yaitu karyawan yang bekerja di My Republic Tegal dengan jumlah 162 orang, dengan teknik pengambilan sample menggunakan rumus slovin, maka jumlah sampel yang dugunakan sebanyak 115 orang. Sumber data menggunakan data primer, dengan metode pengumpulan data kuesioner. Teknik analisis yang digunakan menggunakan PLS (Partial Least Square). Hasil penelitian menujukkan bahwa job insecurity berpengaruh positif dan signifikan terhadap kinerja karyawan, motivasi kerja berpengaruh positif dan signifikan terhadap kinerja karyawan. Job insecurity berpengaruh positif dan signifikan terhadap kepuasan kerja, motivasi kerja berpengaruh positif dan signifikan terhadap kepuasan kerja, dan kepuasan kerja berpengaruh positif dan signifikan terhadap kinerja karyawan. Kepuasan kerja dapat memediasi pengaruh job insecurity terhadap kinerja karyawan. Kepuasan kerja dapat memediasi pengaruh motivasi kerja terhadap kinerja karyawan.

Job insecurity is a psychological condition that can lead to emotional instability among employees, ultimately increasing their intention to leave the organization. Job satisfaction is suspected to act as a mediating variable that can mitigate the negative impact of job insecurity on turnover intention. This study aims to analyze the effect of job insecurity on turnover intention, mediated by job satisfaction, at PT Indocitra Jaya Samudera. A quantitative method with a causal associative approach was employed. The population consisted of 298 employees, and a sample of 171 respondents was selected using stratified sampling. Data analysis was conducted using Partial Least Squares (PLS) to examine the relationships between variables. The results show that job insecurity has a positive and significant effect on turnover intention, a negative effect on job satisfaction, and that job satisfaction negatively and significantly affects turnover intention. Furthermore, the mediation analysis indicates that job satisfaction mediates the relationship between job insecurity and turnover intention.  

This study looked at the relationship between Nigeria's ongoing insecurity and poor governance. The article makes the theoretical case that the injustice, corruption, and self-serving leadership of Nigeria's leadership class are to blame for the country's current security problems. Ethnic, communal, religious, and resource-related conflicts have persisted throughout most of Nigeria since the country's restoration to democracy in 1999, following nearly three decades of military administration. This is made worse by the leadership's apparent inability to solve important national concerns like reducing poverty, creating jobs, allocating resources, developing infrastructure, etc. Accordingly, the study concludes that Although it is a huge task, combating insecurity in Nigeria is not insurmountable. Nigerians must therefore come together, and the ruling class must become fully committed to combating insecurity and forging a strong political will.  

work stress is becoming an increasingly important issue in the workplace safety (K3) perspective. Factors that influence work stress have a significant impact on employee health and organizational productivity. This study aims to identify and analyze the factors that contribute to the level of work stress and its impact on K3. The research method used is a literature study that investigates various factors that can cause work stress, including excessive workload, role conflict, lack of control over work, lack of social support, job insecurity, and unsafe working conditions. In addition, the impact of work stress on K3 has also been analyzed, including an increased risk of work accidents, reduced attention span, and increased risk of physical and mental illness. Research shows that factors such as high job demands, lack of job control, and unsafe work environments contribute significantly to workplace stress levels. In addition, work stress also negatively affects K3, increasing the risk of accidents and occupational diseases. The practical implications of these findings are that organizations can influence workplace stress through intervention programs such as stress management training, encouraging work-life balance, increasing social support, and improving managed work conditions. Therefore, these initiatives not only improve K3 and employee well-being, but also help improve productivity and performance throughout the organization.

Job insecurity is a major concern among employees in various organizations, including public health centers in Banjarmasin City, Indonesia. A systematic literature review was conducted to investigate the influence of job insecurity on turnover intention among community health center employees in Banjarmasin. The results of the analysis carried out on 14 articles showed that job insecurity had a positive effect on turnover intention. Job insecurity can lead to stress, anxiety, and dissatisfaction, which can negatively impact an employee's commitment to their organization and increase their intention to leave. All studies used quantitative research methods with survey techniques for data collection. Strategies to enhance job security perceptions, such as improving communication transparency, offering career development opportunities, and implementing fair and consistent human resource practices, may help mitigate turnover intentions. The findings of the studies highlight the importance of addressing job insecurity to reduce turnover intention and improve employee retention in primary health care in Banjarmasin. Investing in initiatives that cultivate a sense of job security and stability among health workers can contribute to the long-term sustainability and effectiveness of primary healthcare service delivery in the region.

This study aims to determine the effect of Job Insecurity, Job Satisfaction and Organizational Commitment on Turnover Intention at Madrasah Aliyah Negeri Karo. Madrasah Aliyah Negeri Karo is one of the Religious Education institutions in Karo Regency. The data analysis model used is multiple linear regression using SPSS software version 25. The coefficient of determination (R2) is obtained at 0.131 or 13% which explains that the independent variables job insecurity, job satisfaction and organizational commitment are able to explain their effect on the variable turnover intention of 13 %, while the remaining 87% is influenced by other factors outside of this study. The results of the research at the 95% level of confidence and a test of level 5% show that partially job insecurity has no effect on turnover intention, then job satisfaction has a negative and significant effect on turnover intention and organizational commitment has a positive and significant effect on turnover intention. Furthermore, simultaneously job insecurity, job satisfaction and organizational commitment have a positive and significant simultaneous effect on turnover intention at Madrasah Aliyah Negeri Karo.

The research was conducted with the aim of being able to analyze and determine the effect of Job Insecurity, Work Stress, Self Efficacy on Employee Performance of PT. Bank Rakyat Indonesia Bajawa Branch Office, Flores NTT. This study used a quantitative approach. Respondents for the study carried out were all employees of BRI Bajawa Branch as many as 44 r. To analyze the data, the multiple linear regression analysis method is used. The t test and F test are used in hypothesis testing. The results showed that Job Insecurity had a negative influence on employee performance Work stress did not affect employee performance and Self Efficacy had an influence on employee performance Test F results showed that Job Insecurity, Work Stress and Self Efficacy simultaneously had an influence on Employee Performance.

Penelitian ini berguna untuk mengetahui adanya pengaruh job insecurity dan beban kerja terhadap turnover intention melalui stres kerja pada karyawan PT Pura Barutama divisi Smart Technology. Data primer dalam penelitian ini bersumber dari jawaban yang diisi oleh karyawan PT Pura Barutama divisi Smart Technology yang berjumlah sebanyak 176 karyawan. Sampel penelitian ini menggunakan teknik random sampling. Analisis data dilakukan dengan menggunakan software martPLS 4. Hasil penelitian menunjukkan bahwa variabel job insecurity dan beban kerja berpengaruh terhadap turnover intention, variabel job insecurity dan beban kerja berpengaruh terhadap stres kerja, sedangkan variabel job insecuity tidak berpengaruh terhadap turnover intention. Stres kerja mampu memediasi pengaruh job insecurity dan beban kerja berpengaruh terhadap turnover intention. Hasil penelitian ini menunjukan bahwa adanya pengaruh variabel pada job insecurity dan beban kerja terhadap turnover intention dengan stres kerja sebagai variabel intervening pada karyawan PT Pura Barutama divisi Smart Technology.