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Kondisi ini meningkatkan biaya operasional sekaligus melemahkan stabilitas tim kerja. Studi ini bertujuan memahami pengalaman subjektif karyawan yang telah mengundurkan diri serta karyawan aktif yang tetap berniat kuat untuk meninggalkan perusahaan. Penelitian kualitatif fenomenologis berbasis wawancara mendalam dengan tujuh informan menunjukkan keputusan resign dipengaruhi tekanan target dan beban kerja, keterbatasan karier, ketidaksesuaian budaya, dan konflik kerja–kehidupan; sementara kebutuhan ekonomi dan loyalitas menahan sebagian karyawan untuk tetap bertahan.",{"@graph":51,"@context":106},[52,68,89],{"@type":53,"itemListElement":54},"BreadcrumbList",[55,59,62,65],{"item":56,"name":57,"@type":58,"position":9},"https://docshare.wps.com","Home","ListItem",{"item":60,"name":10,"@type":58,"position":61},"https://docshare.wps.com/id/template/",2,{"item":63,"name":39,"@type":58,"position":64},"https://docshare.wps.com/id/template/umum/",3,{"item":66,"name":47,"@type":58,"position":67},"https://docshare.wps.com/id/template/relentless-recruitment-a-phenomenological-study-of-employee-resignation-at-financing-companies-in-samarinda/233124/",4,{"url":66,"name":47,"@type":69,"image":70,"author":75,"headline":47,"publisher":78,"fileFormat":81,"inLanguage":45,"description":49,"dateModified":82,"datePublished":83,"encodingFormat":81,"isAccessibleForFree":84,"interactionStatistic":85},"DigitalDocument",{"url":71,"@type":72,"width":73,"height":74},"https://docshare.wps.com/thumbnails/relentless-recruitment-a-phenomenological-study-of-employee-resignation-at-financing-companies-in-samarinda/233124.png","ImageObject",442,249,{"name":76,"@type":77},"Aran","Person",{"url":56,"name":79,"@type":80},"DocShare","Organization","application/pdf","2026-09-21","2026-09-10",true,{"@type":86,"interactionType":87,"userInteractionCount":9},"InteractionCounter",{"@type":88},"ViewAction",{"@type":90,"mainEntity":91},"FAQPage",[92,98,102],{"name":93,"@type":94,"acceptedAnswer":95},"Apa fokus utama penelitian ini?","Question",{"text":96,"@type":97},"Penelitian ini berfokus pada fenomena pengunduran diri karyawan pada perusahaan pembiayaan di Samarinda, termasuk pengalaman subjektif karyawan yang resign dan karyawan aktif yang berniat kuat untuk keluar.","Answer",{"name":99,"@type":94,"acceptedAnswer":100},"Faktor apa saja yang mendorong keputusan pengunduran diri?",{"text":101,"@type":97},"Empat faktor utama adalah tekanan target dan beban kerja yang tinggi, keterbatasan jenjang karier, ketidakcocokan budaya organisasi, serta ketidakseimbangan antara pekerjaan dan kehidupan pribadi.",{"name":103,"@type":94,"acceptedAnswer":104},"Faktor apa yang membuat sebagian karyawan memilih bertahan?",{"text":105,"@type":97},"Kebutuhan ekonomi dan loyalitas terhadap tim kerja menjadi faktor penahan yang mendorong sebagian karyawan tetap bekerja meski tidak puas.","https://schema.org",{"og:url":66,"og:type":108,"og:title":47,"og:site_name":79,"og:description":49},"article",{"robots":110,"canonical":66},"index,follow",{"doc_id":112,"site_id":44},233124,1789976444,{"code":4,"msg":5,"data":115},{"doc_id":112,"user_id":116,"nickname":76,"user_avatar":117,"doc_module":9,"category_id":38,"category_name":39,"doc_title":47,"doc_description":49,"doc_content":118,"file_id":119,"file_url":120,"file_type":121,"file_size":122,"view_count":9,"is_deleted":4,"is_public":9,"is_downloadable":9,"audit_status":9,"page_count":123,"language":124,"language_code":45,"site_id":44,"html_lang":45,"table_of_contents":125,"faqs":126,"seo_title":127,"seo_description":49,"update_tm":128,"read_time":129},137455076865,"https://ap-avatar.wpscdn.com/davatar_29158cc5080c5b710cf443261637dec0","Rekrutmen Tanpa Henti  \nStudi Fenomenologi Pengunduran Diri Karyawan Perusahaan Pembiayaan di Samarinda  \nMoh. Romadloni1*, Saiful2, Bejo Santoso3, Yurdi Maulidani4, Reza L. Hakim5  \n1-4 Sekolah Tinggi Ilmu Manajemen Indonesia (STIMI) Samarinda, Indonesia  \n5 Sekolah Tinggi Ilmu Administrasi (STIA) Panca Marga Palu, Indonesia  \nEmail: [romadloni15@gmail.com](romadloni15@gmail.com1)[1](romadloni15@gmail.com1)*  \nAlamat: Jl. M. Yamin Gg. Rahmat No.78, Sempaja Sel., Kec. Samarinda Ulu, Kota Samarinda, Kalimantan Timur 75123  \n*Korespondensi penulis  \nAbstract. The phenomenon of employee resignation represents a serious challenge for financing companies, particularly in Samarinda, as evidenced by the recurring recruitment processes for credit marketing positions, which in turn increase operational costs and undermine team stability. This study aims to gain an in-depth understanding of the subjective experiences of employees who have resigned as well as those who remain employed but strongly intend to leave the company. Employing a qualitative phenomenological approach, data were collected through in-depth interviews with seven informants, consisting of five former employees and two active employees. The findings reveal four key factors driving resignation decisions: intense performance pressures and heavy workloads, limited opportunities for career advancement, misalignment with organizational culture, and an imbalance between work and personal life. On the other hand, economic necessity and loyalty to team members serve as retention factors that encourage some employees to remain despite dissatisfaction. These results affirm that resignation decisions are multidimensional, shaped by a complex interplay of internal and external factors that influence employees’working lives. The study recommends that financing companies foster a healthier organizational culture, provide clear and transparent career development opportunities, and implement policies that support work–life balance in order to reduce turnover, strengthen employee retention, and enhance long-term organizational competitiveness.  \nKeywords: Employees; Phenomenology; Relentless Recruitment; Turnover Intention; Turnover.  \nAbstrak. Fenomena pengunduran diri karyawan merupakan tantangan serius bagi perusahaan pembiayaan, terutama di Samarinda, yang ditandai dengan rekrutmen berulang untuk posisi pemasaran kredit yang mengakibatkan biaya operasional meningkat serta menurunnya stabilitas tim kerja. Penelitian ini bertujuan memahami secara mendalam pengalaman subjektif karyawan yang telah mengundurkan diri maupun mereka yang masih aktiftetapi memiliki niat kuat untuk meninggalkan perusahaan. Dengan menggunakan pendekatan kualitatif jenis fenomenologi, data dikumpulkan melalui wawancara mendalam terhadap tujuh informan yang terdiri atas lima mantan karyawan dan dua karyawan aktif. Hasil penelitian menunjukkan empat faktor utama yang mendorong keputusan pengunduran diri, yaitu tekanan target dan beban kerja yang tinggi, keterbatasan jenjang karier, ketidakcocokan budaya organisasi, serta ketidakseimbangan antara pekerjaan dan kehidupan pribadi. Disisi lain, kebutuhan ekonomi dan loyalitas terhadap tim kerja menjadi faktor penahan yang membuat sebagian karyawan memilih bertahan meskipun mengalami ketidakpuasan. Temuan ini menegaskan bahwa keputusan pengunduran diri karyawan bersifat multidimensional, melibatkan kombinasi faktor internal dan eksternal yang saling berinteraksi serta membentuk dinamika kompleks dalam dunia kerja. Penelitian ini merekomendasikan agar perusahaan pembiayaan membangun budaya kerja yang lebih sehat, menyediakan peluang pengembangan karier yang jelas dan transparan, serta menciptakan kebijakan yang mendukung keseimbangan antara pekerjaan dan kehidupan pribadi guna mengurangi tingkat turnover, meningkatkan retensi tenaga kerja, sekaligus memperkuatdaya saing perusahaan dalam jangka panjang.  \nKata kunci: Fenomenologi; Karyawan; Rekrutmen Tanpa Henti; Turn","cbCaiuWBGaLuBz7k","https://ap.wps.com/l/cbCaiuWBGaLuBz7k","pdf",1022031,14,"Indonesian","# Rekrutmen Tanpa Henti\n## Studi Fenomenologi Pengunduran Diri Karyawan Perusahaan Pembiayaan di Samarinda\n# Pendahuluan","[{\"question\":\"Apa fokus utama penelitian ini?\",\"answer\":\"Penelitian ini berfokus pada fenomena pengunduran diri karyawan pada perusahaan pembiayaan di Samarinda, termasuk pengalaman subjektif karyawan yang resign dan karyawan aktif yang berniat kuat untuk keluar.\"},{\"question\":\"Faktor apa saja yang mendorong keputusan pengunduran diri?\",\"answer\":\"Empat faktor utama adalah tekanan target dan beban kerja yang tinggi, keterbatasan jenjang karier, ketidakcocokan budaya organisasi, serta ketidakseimbangan antara pekerjaan dan kehidupan pribadi.\"},{\"question\":\"Faktor apa yang membuat sebagian karyawan memilih bertahan?\",\"answer\":\"Kebutuhan ekonomi dan loyalitas terhadap tim kerja menjadi faktor penahan yang mendorong sebagian karyawan tetap bekerja meski tidak puas.\"}]","Rekrutmen Tanpa Henti - Studi Fenomenologi Pengunduran Diri Karyawan Perusahaan Pembiayaan di Samarinda | PDF",1789075761,5]