DEMOGRAPHIC FACTORS AND WORK ENVIRONMENT ON EMPLOYEE TURNOVER INTENTION IN THE FMCG INDUSTRY: A QUANTITATIVE STUDY SUPPORTED BY THEMATIC INSIGHTS

Abstract

This study aims to examine how demographics and workplace conditions influence employees' intentions leave in the FMCG industry, where employee turnover remains relatively high. Demographic variables: including age, gender, generational group, education level, income level, and work environment serve as independent variables, while turnover intention is treated as the dependent variable. A sequential explanatory mixed-methods approach was used, combining qualitative findings from thematic analysis with quantitative data collected from 100 respondent operasional team in FMCG using a validated questionnaire (correlation > 0.2; Cronbach's Alpha > 0.7). The regression analysis results indicate that the work environment has the most dominan and significant effect in reducing turnover intention (β=−1.124; p<0.001) (R² = 0.78), influence employee decisions. Gender (p<0.007) and generation (p<0.012) also show significant effect with turnover intention. Another factor such as age, income level, and educational background appears to have only a limited influence. These findings indicate that non-financial aspects of the work environment such as the availability of facilities, break schedules, employment contract systems, and internal human resources policies are the primary factors of concern to employees. Efforts are needed to create a supportive work there is a need to create a supportive work environment, implement fair and transparent HR practices, and refine HR management strategies to improve employee retention. The findings of this study are expected to help enhance the competitiveness of the FMCG industry and provide guidance for internal HR policies regarding strategic decision-making on employee retention.