Intensi turnover merupakan salah satu indikasi efektivitas dan stabilitas organisasi. Organisasi yang memiliki tingkat turnover tinggi, berarti kurang mampu mengelola dan mempertahankan sumber daya manusia dengan baik sehingga keinginan individu untuk berhenti dan berpindah kerja meningkat. Tingginya tingkat intensi turnover pada tenaga penjualan dapat diprediksikan berhubungan dengan burnout yang dialami dan locus of control eksternal. Burnout adalah keadaan stres akumulatif yang ditandai kelelahan fisik-emosional serta sikap negatif terhadap pekerjaan. Locus of control eksternal merupakan kecenderungan atau keyakinan individu bahwa keberhasilan dan kegagalan disebabkan faktor di luar kontrol dirinya. Burnout dan locus of control eksternal diidentifikasikan sebagai faktor internal yang mempengaruhi intensi turnover.
Penelitian ini adalah penelitian kuantitatif-korelasional yang bertujuan untuk mengetahui hubungan antara burnout dan locus of control eksternal dengan intensi turnover. Penelitian ini merupakan penelitian populasi pada 61 tenaga penjualan. Penelitian ini menggunakan tiga instrumen pengumpulan data, antara lain skala intensi turnover, skala burnout, dan skala locus of control eksternal. Skala intensi turnover terdiri dari 38 aitem, dengan ri(x-1) 0,326 – 0,781 dan reliabilitas (α) = 0,952. Skala burnout terdiri dari 21 aitem, dengan ri(x-1)        0,325 – 0,779 dan reliabilitas (α) = 0,890. Skala locus of control eksternal terdiri dari 23 aitem, dengan ri(x-1) 0,325 – 0,597 dan reliabilitas (α) = 0,870.
Hasil analisis regresi linier berganda menunjukkan nilai F hitung = 16,166 > F tabel = 3,156 dengan nilai signifikansi 0,000 (p < 0,05) dan R = 0,598 yang berarti terdapat hubungan signifikan antara burnout dan locus of control eksternal dengan intensi turnover. Secara parsial, terdapat hubungan yang signifikan antara burnout dengan intensi turnover, dengan t hitung = 3,850 > t tabel = 2,002 dan nilai signifikansi 0,000 (p < 0,05) ; serta tidak terdapat hubungan antara locus of control eksternal dengan intensi turnover, dengan t hitung = 0,634 < t tabel = 2,002 dan nilai signifikansi 0,528 (p > 0,05). Kesimpulannya, yaitu (1) semakin tinggi burnout dan locus of control eksternal, maka semakin tinggi pula intensi turnover, (2) semakin tinggi burnout, maka semakin tinggi intensi turnover, (3) locus of control eksternal yang tinggi, belum tentu intensi turnover juga tinggi. Selain itu, diketahui nilai R2 (R Square) sebesar 0,358 yang berarti total sumbangan efektif burnout dan locus of control eksternal terhadap intensi turnover adalah 35,8%.

Turnover intention is one indication of an organization’s effectiveness and stability. An organization which has high level of turnover, it means less ability in managing and maintaining human resources properly hereby the intention to quit a job and search for the alternatives increased. A high level of turnover intention on the salespeople can be predicted and associated with experienced burnout and individual’s external locus of control. Burnout is a condition of accumulative stress characterized by physical-emotional exhaustion and negative attitudes toward one’s work. External locus of control is an individual’s tendency or belief about both success and failure are caused by factors beyond his control.     Burnout and external locus of control were identified as internal factors affecting turnover intention.
This study was a quantitative-correlational research. The purpose of      this study is to investigate the relationship between burnout and external locus of control with turnover intention. This study was a population study among           61 salespeople. This study used three instruments for collecting data, they were turnover intention scale, burnout scale, and external locus of control scale. Turnover intention scale consists of 38 items, with ri(x-1) 0,326 – 0,781 and reliability (α) = 0,952. Burnout scale consists of 21 items, with ri(x-1) 0,325 – 0,779 and reliability (α) = 0,890. External locus of control scale consists of 23 items, with ri(x-1) 0,325 – 0,597 and reliability (α) = 0,870.
Multiple regression analysis showed that F test = 16,166 > F table = 3,156 with significance value 0,000 (p < 0,05) and R = 0,598. This result indicated that    there was significant relationship between burnout and external locus of control with turnover intention. Partially, there was significant relationship between burnout with turnover intention, with t test = 3,850 > t table = 2,002 and significance value 0,000 (p < 0,05) ; and there was no relationship between external locus of control with turnover intention, with t test = 0,634 < t table = 2,002 and significance value 0,528 (p > 0,05). The conclusions were (1) the higher burnout and    external locus of control, the higher turnover intention, (2) the higher burnout,   the higher turnover intention, (3) high external locus of control, uncertainly     high turnover intention. Furthermore, it’s known that R2 (R Square) amounted to 0,358 which means that the total effective contribution of both burnout and external locus of control toward turnover intention was 35,8%.