Analysis of Factors Influencing the Turnover of Contract Staff in the Tempe District Government, Wajo Regency

Abstract

This study analyzes factors influencing turnover among honorary employees at Tempe District Government, Wajo Regency, and identifies strategies to reduce turnover. A descriptive qualitative approach was used. Data were collected through observation, semi-structured interviews, and documentation and analyzed using Miles and Huberman's interactive model and SWOT analysis. The findings show that turnover is shaped by the interaction of work motivation, work environment, workload, job satisfaction, and compensation. Career expectations and a familial work climate encourage employees to remain, while excessive workload, inadequate facilities, health problems, and limited compensation strengthen turnover tendencies. The district applies human-centered strategies through additional activity incentives, supportive communication, flexible teamwork, and training opportunities. These strategies help maintain commitment, although improvements in workload management and work facilities remain necessary.