Penelitian ini terbagi menjadi dua studi, yaitu studi 1 (studi korelasional) dan studi 2 (program intervensi). Studi 1 bertujuan untuk meneliti hubungan persepsi peluang karier dengan intensi mengundurkan diri. Sedangkan studi 2 bertujuan untuk mengetahui efektivitas pelatihan career coaching dalam meningkatkan persepsi peluang karier dan menurunkan intensi mengundurkan diri. Terdapat 63 karyawan dari Divisi Rooms (Health Club & Spa) Hotel XYZ yang berpartisipasi dalam studi 1. Alat ukur yang digunakan untuk studi 1 adalah alat ukur Turnover Intentions (2018) dan Perceived Career Opportunity (2011). Hasil analisis korelasi menggunakan Pearson pada studi 1 menunjukkan terdapat hubungan yang negatif dan signifikan antara persepsi peluang karier dengan intensi mengundurkan diri (r = -0.35, p < 0.01). Selanjutnya, terdapat delapan karyawan dari Divisi Rooms (Health Club & Spa) Hotel XYZ yang berpartisipasi dalam studi 2. Hasil analisis menggunakan Wilcoxon pada studi 2 menunjukkan terdapat perbedaan skor intensi mengundurkan diri (Z = -2.02, p < 0.05) dan persepsi peluang karier (Z = -2.03, p < 0.05) sebelum dan setelah pemberian intervensi.

---

This research divided into two studies, namely study 1 (correlational study) and study 2 (intervention program). Study 1 aims to examine the relationship between perceived career opportunity and turnover intentions. Study 2 aims to determine the effectiveness of career coaching training in increasing perceived career opportunity and reducing turnover intentions. There were 63 employees from the Rooms Division (Health Club & Spa) of Hotel XYZ participating in Study 1. Measuring instruments used for Study 1 are Turnover Intentions (2018) and Perceived Career Opportunity (2011) measuring tools. The results of the correlation analysis using Pearson in Study 1 showed that there was a negative and significant relationship between perceived career opportunity and turnover intentions (r = -0.35, p < 0.01). Furthermore, there were eight employees from the Rooms Division (Health Club & Spa) of Hotel XYZ participating in Study 2. The results of the analysis using Wilcoxon in Study 2 showed that there were differences in the scores of turnover intentions (Z = -2.02, p < 0.05) and perceived career opportunity (Z = -2.03, p < 0.05) before and after the intervention.