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1
Li, Yuting, and Rapinder Sawhney. "Empirical Analysis of Factors Impacting Turnover Intention among Manufacturing Workers." International Journal of Business and Management 14, no. 4 (March 8, 2019): 1. http://dx.doi.org/10.5539/ijbm.v14n4p1.
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The purpose of this study was to investigate how turnover intention relates to job satisfaction, organizational commitment, leadership, job performance, and work-family conflict among manufacturing workers in Tennessee, USA. A causal model was proposed, and a turnover intention survey questionnaire for manufacturing workers was developed. The data were collected from manufacturing companies in the Tennessee area and analyzed by SPSS and structural equation modeling (SEM). The results of our study indicated that job satisfaction and organizational commitment negatively and significantly affected manufacturing workers’ turnover intentions, while work-family conflict positively and significantly affected turnover intentions. Although leadership indirectly influenced turnover intention, its effects on turnover intention were fully mediated by job satisfaction and organizational commitment. No effect of job performance on turnover intention was found in this study with manufacturing workers. The results suggested that policies for enhancing worker job satisfaction and organizational commitment, balancing work-family conflict, and improving leadership style should be proposed to reduce turnover intention.
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Zhou, Jinquan, Bo Wendy GAO, Wenjin He, and Gang He. "Do Young Employees Satisfy Their Job Under Work Stress and Work-Family Conflict? Evidence from Resorts in Macau." International Journal of Science and Society 4, no. 4 (December 15, 2022): 557–76. http://dx.doi.org/10.54783/ijsoc.v4i4.605.
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Young employees currently face vast work stress in their careers triggering conflict between work and family. This paper target to examine how work-family conflict affects job satisfaction and turnover intentions through work stress for younger employees. 450 questionnaires were collected from young dealers who work at six casinos in Macau. The findings show that work-family conflict (WFC) and family-work conflict (FWC) positively affect work stress and turnover intention, but do not directly influence job satisfaction. Work stress negatively affected job satisfaction and positively affected turnover intention, fully negatively mediated WFC and FWC towards job satisfaction, and part positive mediated WFC and FWC towards turnover intention. Work stress can directly influence turnover intention, and job satisfaction partially mediated work stress toward turnover intention. Finally, WFC and FWC will affect turnover intention through work stress on job satisfaction. We also proposed suggestions to improve job satisfaction for young dealers in casino management.
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Januartha, A. A. Gede Agung, and I. G. A. Dewi Adnyani. "PENGARUH JOB INSECURITY DAN KEPUASAN KERJA TERHADAP TURNOVER INTENTION PADA KARYAWAN HOTEL." E-Jurnal Manajemen Universitas Udayana 8, no. 2 (December 3, 2018): 588. http://dx.doi.org/10.24843/ejmunud.2019.v08.i02.p01.
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Turnover intention will affect the performance and sustainability of the company for the future. The purpose of this research is to analyze the influence of job insecurity and job satisfaction toward turnover intention. The research was conducted at Hotel Grand Zuri Kuta, Badung regency, Bali. The number of respondents in use as many as 75 employees by using the census method. Data analysis method used is multiple linear regression analysis. Data collecting through, questionnaires and interviews. The results showed that job insecurity had positive and significant effect on turnovrer intention, and job satisfaction had negative and significant effect on turnover intention. To lower the turnover intention rate it is important to pay attention to safety and comfort in working. Therefore it is very necessary to minimize the threats of cyclical and psychological to employees because it will impact on performance and also a strong reference to minimize turnover intention. In addition to job security (job insecurity) job satisfaction is also a strong reference in mempenguruh intention turnover intention. Therefore it is very important to pay attention to job satisfaction from employees to high employee satisfaction level, thus will show the positive level of employees, both to the work and environment.
Keywords: job insecurity, job satisfaction, intrntion turnover
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Gu, Yuan, Dongbei Liu, Guoping Zheng, Chuanyong Yang, Zhen Dong, and Eugene Y. J. Tee. "The Effects of Chinese Seafarers’ Job Demands on Turnover Intention: The Role of Fun at Work." International Journal of Environmental Research and Public Health 17, no. 14 (July 21, 2020): 5247. http://dx.doi.org/10.3390/ijerph17145247.
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This study examines how an occupational commitment and a fun work environment serve as important mechanisms that influence the job demands–turnover intentions relationship. On the basis of the job demands–resources model, the study explored the relationship between job demands, occupational commitment, fun at work, and turnover intention. The hypotheses were (1) that job demands would be positively associated with predicted turnover intention; (2) that occupational commitment would mediate the job demands–turnover intention link and (3) that a fun environment would moderate the relationship between job demands and occupational commitment and between job demands and turnover intention. The study sampled 294 seafarers using an online survey, and applied descriptive, correlative analysis and the PROCESS Macro to test the hypotheses. Findings provide preliminary support for the three hypotheses, and contribute to a better understanding of the mechanism determining seafarers’ turnover intention. The results suggest the importance of holding appropriate group activities on-board to help seafarers alleviate fatigue and stress.
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Indriyani, Dita, and Lista Meria. "Influence of Work Environment and Work Characteristics on Turnover Intention System with Mediation Role of Work Engagement." International Journal of Cyber and IT Service Management 2, no. 2 (September 2, 2022): 127–38. http://dx.doi.org/10.34306/ijcitsm.v2i2.108.
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The millennial generation currently dominates human resources in the company. Millennial generation employees have many advantages, but millennials are considered less committed to their work, so they are synonymous with high turnover intentions. The research was conducted to know the effect of the work environment and job characteristics on the turnover intention with the mediating role of work engagement in millennial generation employees, work environment, and job characteristics as independent variables. Turnover intention is the dependent variable, and work engagement is a mediating variable. This study uses a survey method by distributing questionnaires where the respondents used 204 employees in the millennial generation with domiciles in the West Jakarta area. Then, the data was processed using the SEM-PLS method. The results showed that the work environment hurt turnover intention. Job characteristics do not affect turnover intention. Job engagement hurts turnover intention. The work environment has a positive effect on work engagement. Work characteristics have a positive effect on work engagement. Furthermore, work engagement mediates the relationship between the work environment and turnover intention. Job engagement also mediates the relationship between job characteristics and turnover intention.
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Sutagana, I. Nyoman Tri, Rihfenti Ernayani, Festus Evly R. I. Liow, Cut Susan Octiva, and Rianti Setyawasih. "Analisis Pengaruh Paket Remunerasi dan Stres Kerja terhadap Turnover Intention dengan Kepuasan Kerja sebagai Variabel Mediasi pada Karyawan." BUDGETING : Journal of Business, Management and Accounting 4, no. 1 (January 1, 2023): 183–203. http://dx.doi.org/10.31539/budgeting.v4i1.4687.
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This study explains the effect of work stress and remuneration packages on turnover intention, using job satisfaction as a mediator. The object of research is one of the companies engaged in the palm oil sector in Jakarta, PT Kruing Lestari Jaya. This study discusses the theory of the four research variables, namely work stress, remuneration packages, turnover intention, and job satisfaction. This study used quantitative methods through the distribution of questionnaires via Google Form to 48 respondents, which were then processed using the SPSS version 25.0 program using saturated sampling techniques for sampling data. The results showed that work stress has a significant effect on turnover intentions. Remuneration packages have a significant effect on turnover intention. Job satisfaction does not mediate work stress and turnover intention. Job satisfaction does not act as a buffer between the remuneration package and the turnover intention. From the results of the study, it can be concluded that direct influence has a greater value than indirect influence. The job satisfaction does not mediate the effect of the remuneration package on turnover intention at PT Kruing Lestari Jaya.
Keywords : Job Satisfaction, Remuneration Package, Work Stress and Turnover Intention
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Rembang, Marsella Alfreyni, and Sutarto Wijono. "JOB SATISFACTION AND TURNOVER INTENTION AT PT. X YOGYAKARTA." Journal of Social Research 2, no. 8 (July 24, 2023): 2529–34. http://dx.doi.org/10.55324/josr.v2i8.1300.
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This quantitative study investigates the correlation between job satisfaction and turnover intention among employees at PT. X Yogyakarta. Utilizing a correlational design, the researchers sampled 48 participants aged between 21 to 48 years old, employing a saturated sampling technique. The research employed the Turnover Intention scale and the Job Satisfaction scale for measurement. The findings affirm a significant and negative relationship between job satisfaction and turnover intention among PT. X Yogyakarta's workforce. In other words, higher job satisfaction levels correspond to lower turnover intention, while lower job satisfaction leads to higher turnover intention. These results have crucial implications for the organization, emphasizing the importance of enhancing job satisfaction to mitigate turnover intentions. By understanding the inverse relationship between these two variables, PT. X Yogyakarta can devise targeted strategies and interventions to improve overall employee satisfaction, consequently reducing turnover rates. It is worth noting that the study's correlational design does not imply causation, and further research might explore the underlying factors that contribute to job satisfaction and turnover intention at PT. X Yogyakarta. Nevertheless, these findings offer valuable insights for the organization to foster a positive work environment, boost employee morale, and retain a committed and satisfied workforce.
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Chusnul Kotimah, Evi, and Rizkya Dwi Safitri. "Turnover intention pada karyawan telework: Tinjauan literatur sistematis." Cognicia 11, no. 2 (October 31, 2023): 112–20. http://dx.doi.org/10.22219/cognicia.v11i2.28932.
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The currently developing telework phenomenon has many impacts on employees, one of the impacts of implementing telework is turnover intention. This research was conducted with the aim of knowing the dynamics of telework employees who tend to turnover intention. The method used in this research is a systematic literature review referring to 15 journal articles obtained from the Google Scholar, Scopus, and PubMed databases. The results of the literature review that has been carried out show that telework related to turnover intention. Several things were found that showed a link between telework and turnover intentions, including: 1) Specific job characteristics of the telework gap felt by employees are additional drivers of turnover intentions and can be mediated by jealousy and job dissatisfaction. 2) Differences in perceptions of remote work from each employee's perspective may increase feelings of envy toward remote workers and job dissatisfaction, which in turn is associated with higher turnover intentions and poorer job performance. 3) The implications of remote work as a flexible work arrangement on work outcomes, highlighting the negative impact on employee well-being and behavior such as turnover intentions. Keywords: Employees, systematic literature review, telework, turnover intention
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Apriani, Nilhar, and Zulkifli Musannip Efendi Siregar. "Factors Affecting Turnover Intention: A Literature Review." International Journal of Business, Technology and Organizational Behavior (IJBTOB) 3, no. 3 (June 29, 2023): 224–31. http://dx.doi.org/10.52218/ijbtob.v3i3.277.
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There are many things that become the question why an employee leaves the organization or company where he works. This action is called turnover intention, namely the tendency or intention of employees to quit their job. Of course, this is an important issue for companies to find out the cause because employee turnover requires a large amount of money. The purpose of this literature review is to identify the factors that influence turnover intention. Methods Writing articles use the method of collecting data from literature studies (literature review) of national and international journals about employee turnover intentions. Article searches were carried out on the Google Scholar database using keywords. There were 15 articles reviewed. The results of the literature review conducted showed that there are many factors that influence turnover intention. Factors that trigger turnover intentions include aspects of work, job satisfaction, work stress, age, education level, work culture, work pressure, workload, marital status and job insecurity. Then the factors that can reduce turnover intentions are good leadership, internal and external work environment, high organizational commitment and low role conflict.
Keywords: Turnover Intention, Turnover Intention Factor
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Marcella, Jessica, and Mei Ie. "PENGARUH STRES KERJA, KEPUASAN KERJA DAN PENGEMBANGAN KARIR TERHADAP TURNOVER INTENTION KARYAWAN." Jurnal Muara Ilmu Ekonomi dan Bisnis 6, no. 1 (April 30, 2022): 213. http://dx.doi.org/10.24912/jmieb.v6i1.18321.
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Organisasi harus mengurangi tingkat turnover intention pegawai dengan berfokus pada variable stres kerja, kepuasan kerja, serta pengembangan karir. Melalui tingginya tingkat turnover, badan usaha berisiko kehilangan staf yang kompeten, serta mampu membahayakan kinerja badan usaha. Turnover intention didefinisikan rasa ingin atau niat pekerja yang belum terpenuhi untuk berhenti kerja atau pindah ke tempat lain. Riset ini mempunyai tujuan guna mengetahui dampak stres kerja, kepuasan kerja, serta pengembangan karir bagi turnover antention karyawan PT XYZ. Peneliti mengirimkan survei ke semua pegawai yang telah bekerja untuk badan usaha, setidaknya selama satu tahun. Sampel pada riset sebanyak 65 responden menerapkan purposive sampling. Proses analisis data dikerjakan secara kuantitatif menggunakan Structural Equation Modeling (SEM), pengolagan data menggunakan aplikasi SmartPLS Versi 3.3.3. Temuan riset memperlihatkan meskipun stres kerja mempunyai dampak signifikan serta positive pada turnover intention di PT XYZ, kepuasan kerja serta pengembangan karir berdampak signifikan serta negative pada turnover intention. Temuan riset diprediksi akan memberikan manfaat nyata yang penting sebab mempunyai potensi guna menyelesaikan berbagai masalah terkait dengan stres kerja, kepuasan kerja, serta pengembangan karir pada turnover intention. Organizations should reduce employee turnover intention rates by focusing on variable job stress, job satisfaction, and career development. Through high turnover rates, business entities are at risk of losing competent staff, as well as being able to harm the performance of business entities. Turnover intention is defined by a worker's unfulfilled desire or intention to quit their job or move elsewhere. This research aims to determine the impact of job stress, job satisfaction, and career development for the turnover of pt XYZ employee authentication. Researchers sent surveys to all employees who had worked for a business entity, for at least one year. The sample in the study as many as 65 respondents applied purposive sampling. The data analysis process is done quantitatively using Structural Equation Modeling (SEM), data management using the SmartPLS Version 3.3.3 application. Research findings show that although work stress has a significant and positive impact on turnover intentions at PT XYZ, job satisfaction and career development have a significant and negative impact on turnover intentions. The research findings are predicted to provide important tangible benefits because they have the potential to solve various problems related to job stress, job satisfaction, and career development in turnover intentions.
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Dewi, Putu Sofia Andi, and Anak Agung Ayu Sriathi. "PENGARUH STRES KERJA TERHADAP TURNOVER INTENTION YANG DIMEDIASI OLEH KEPUASAN KERJA." E-Jurnal Manajemen Universitas Udayana 8, no. 6 (March 10, 2019): 3646. http://dx.doi.org/10.24843/ejmunud.2019.v08.i06.p13.
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This study aims to determine the effect of work stress and job satisfaction on turnover intention and also to know the role of job satisfaction in mediating the influence between work stress and turnover intention. The number of samples taken was 72 employees, using the proportionate stratified random sampling method. The analysis technique used in this study is path analysis and sobel test. The results of the analysis show that work stress has a positive and significant effect on turnover intention. Job stress has a negative and significant effect on job satisfaction. Job satisfaction has a negative and significant effect on turnover intention. The results of this study also show that job satisfaction mediates work stress on turnover intention. To reduce turnover intention, the hospital must be able to control the stress level of employees by paying attention to the workload given to individual work capacity and also the time given in completing work. The hospital is also advised to give awards to employees who have done their jobs well.
Keywords: job stress, job satisfaction, turnover intention
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Orpina, Septriyan, Nurul Iman Abdul Jalil, and Soo Ting T'ng. "Job Satisfaction and Turnover Intention among Malaysian Private University Academics: Perceived Organisational Support as a Moderator." South East Asian Journal of Management 16, no. 1 (April 30, 2022): 26–50. http://dx.doi.org/10.21002/seam.v16i1.1002.
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Research Aims: The present research examines the extent to which job satisfaction predicts turnover intentions and examines the extent to which perceived organisational support moderates the association between job satisfaction and turnover intention among academics in Malaysian private universities. Design/Methodology/Approach: This research adopted a quantitative method. The Turnover Intention Scale (TIS-6), Minnesota Satisfaction Questionnaire (MSQ), and Survey of Perceived Organisational Support (SPOS) questionnaires were administered. Multistage cluster random sampling was used in this study. A total of 327 respondents provided valid data and analysed it using SPSS Process Macro Version 3.5. Research Findings: Job satisfaction was found to be a negative predictor of turnover intention. The association between job satisfaction and turnover intention was shown to be moderated by perceived organisational support. Theoretical Contribution/Originality: The finding validated that perceived organisational support moderates the association between job satisfaction and turnover intention and demonstrates that academicians who perceive their organisation to be caring and supportive of their well-being will be more satisfied and less likely to intend to leave their organisational setting. Managerial Implication in the South East Asian context: The study provides an excellent platform for university managers to use in designing organisational support systems, including job structure, environment, autonomy, or flexibility to reduce academicians’ turnover intention and to increase academician’s job satisfaction. Research Limitation & Implications: The causal relationships between variables are a limitation of current research. This research provides valuable information for future researchers as well as raises awareness among academic staff about factors related to turnover intentions. Keywords: turnover intention, job satisfaction, perceived organisational support, academic staff, private universities, Malaysia
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Malik, Azam. "An investigation on turnover intention antecedents amongst the academician in universities." Problems and Perspectives in Management 21, no. 1 (March 20, 2023): 373–83. http://dx.doi.org/10.21511/ppm.21(1).2023.32.
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Employees’ decision to quit their present job or company is a turnover intention. The number of employees joining and leaving an organization in a specific period is regarded as employee turnover. This study aims to examine the factors influencing faculty members’ intentions to leave universities in the Kingdom of Saudi Arabia. The population includes academicians from various universities in Saudi Arabia. The primary data were gathered using random sampling methods; 140 responses investigating various demographics and other factors were obtained from academicians of various universities. The present study chose five constructs: job satisfaction, job stress, work engagement, organizational commitment, and turnover intention. The statistical tools were used to conduct statistics examinations. The mean, correlation, and regressions were used to analyze the data gathered. The results showed a significant association between work engagement, job stress, job satisfaction, organizational commitment, and turnover intention. Job stress and turnover intention were not shown to be significantly correlated. Other variables showed significant relationships with the turnover intention of university academicians. AcknowledgmentThis project was supported by the Deanship of Scientific Research at Prince Sattam bin Abdulaziz University under research project No 2021/02/18733.
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Chen, Xuelin, Abdullah Al Mamun, Wan Mohd Hirwani Wan Hussain, Gao Jingzu, Qing Yang, and Sayed Samer Ali Al Shami. "Envisaging the job satisfaction and turnover intention among the young workforce: Evidence from an emerging economy." PLOS ONE 18, no. 6 (June 16, 2023): e0287284. http://dx.doi.org/10.1371/journal.pone.0287284.
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As the economy evolves and markets change after Covid-19, demand and competition in the labor market increase in China, and employees become increasingly concerned about their career opportunities, pay, and organizational commitment. This category of factors is often considered a key predictor of turnover intentions and job satisfaction, and it is important that companies and management have a good understanding of the factors that contribute to job satisfaction and turnover intentions. The purpose of this study was to investigate the factors that influence employees’ job satisfaction and turnover intention and to examine the moderating role of employees’ job autonomy. This cross-sectional study aimed to quantitatively assess the influence of perceived career development opportunity, perceived pay for performance, and affective organisational commitment on job satisfaction and turnover intention, as well as the moderating effect of job autonomy. An online survey, which involved 532 young workforce in China, was conducted. All data were subjected to partial least squares-structural equation modelling (PLS-SEM). The obtained results demonstrated the direct influence of perceived career development, perceived pay for performance, and affective organisational commitment on turnover intention. These three constructs were also found to have indirect influence on turnover intention through job satisfaction. Meanwhile, the moderating effect of job autonomy on the hypothesised relationships was not statistically significant. This study presented significant theoretical contributions on turnover intention in relation to the unique attributes of young workforce. The obtained findings may also benefit managers in their efforts of understanding the turnover intention of the workforce and promoting empowerment practices.
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Agarwal, Upasna A., and Vishal Gupta. "Relationships between job characteristics, work engagement, conscientiousness and managers’ turnover intentions." Personnel Review 47, no. 2 (March 5, 2018): 353–77. http://dx.doi.org/10.1108/pr-09-2016-0229.
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Purpose Integrating the job demands-resources theory and the conservation of resources theory, the purpose of this paper is to develop and test a moderated-mediation model examining the relationships between motivating job characteristics, work engagement, conscientiousness and managers’ turnover intentions. Design/methodology/approach Data were collected using a survey questionnaire from 1,302 managers working in eight Indian private sector organizations. Structural equation modeling and hierarchical regression analysis were used to test the hypothesized relationships between the study variables. Findings The study found evidence of the mediating role of work engagement for the relationship between motivating job characteristics and managers’ turnover intentions. Conscientiousness moderated the relationship between work engagement and turnover intention. The total and indirect effects of motivating job characteristics on turnover intention were moderated by conscientiousness. Research limitations/implications The study was cross-sectional, so inferences about causality are limited. Practical implications The findings of this study reaffirm the crucial role of job characteristics in influencing work engagement and turnover intention. By examining work engagement as a mediator for the job characteristics-turnover intention relationship, this study explores the process through which job characteristics are associated with turnover intention. The findings of the moderating influence of contentiousness on the relationship of direct and indirect effects of job characteristics suggests that individual personality can influence social exchanges as well as managerial attitudes and behaviors in multiple ways. Originality/value The study provides an insight into the underlying process through which job characteristics are related to managers’ turnover intentions. To the best of the authors’ knowledge, such a study is the first of its kind.
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Choudhury, Rajashik Roy, and Varun Gupta. "Impact of Age on Pay Satisfaction and Job Satisfaction Leading to Turnover Intention: A Study of Young Working Professionals in India." Management and Labour Studies 36, no. 4 (November 2011): 353–63. http://dx.doi.org/10.1177/0258042x1103600404.
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In this study, the authors contribute insight into the relationship between pay satisfaction and turnover intention as well as between job satisfaction and turnover intention amongst young Indian professionals by segregating the respondents into two groups based on the median age. Data were collected from 230 working Indian executives, having median age of 25, from various industries such as Information Technology, Public Sector Units, Pharmacy, and Fast Moving Consumer Goods where they expressed their views on turnover intentions, job satisfaction & pay satisfaction in their respective organizations. The results revealed the negative relationship between turnover intention and job satisfaction and also between turnover intention and pay satisfaction. However, when age is introduced as a variable having a moderating effect on the above relationships, it was noticed that pay satisfaction is more significant than job satisfaction when it comes to intention to quit a job for employees who are relatively experienced having an age greater than the median age of 25; whereas, for employees less than the median age, turnover intention is driven more by job satisfaction than pay satisfaction. Findings from this study offer important implications for theory & research in turnover intention driven by factors like pay satisfaction and job satisfaction with the moderating effect of age of employees.
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Putranti, Latifah, Nurani Desty Nurmasari, and Era Manya Sumantri. "Job insecurity, job engagement and turnover intention of Hotel employees in Yogyakarta during pandemic Covid-19." Journal of Business and Information Systems (e-ISSN: 2685-2543) 4, no. 2 (January 27, 2023): 141–53. http://dx.doi.org/10.36067/jbis.v4i2.132.
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The pandemic of Covid-19 disrupted all economic activities, especially the tourism industry. The Special Region of Yogyakarta, a tourism city, has been badly affected. In surviving the pandemic conditions, the hotel industry adopted policies to carry out efficiency, which had an impact on job insecurity, job engagement, and turnover intention. This study aims to examine the impact of Covid-19, the effect of job insecurity, and job engagement on turnover intention. This study was conducted in the hotel industry in the Special Region of Yogyakarta in 2022. The sample used in this study was 100 hotel employees and used a non-probability sampling technique through a purposive sampling approach. The data analysis technique in this study uses structural equation modeling (SEM). The results showed that Job engagement negatively influenced on turnover intentions. Meanwhile, Job insecurity has a positive influence on turnover intentions. Last, the job insecurity did not affect turnover intention.
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ALAYLI, Sahar. "The Impact of Personality Traits on Turnover Intention: The Mediating Effect of Job Insecurity." MANAGEMENT AND ECONOMICS REVIEW 8, no. 3 (October 31, 2023): 300–315. http://dx.doi.org/10.24818/mer/2023.10-04.
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Previous literature has acknowledged that it is essential to examine how employees’ personality traits affect employment outcomes, particularly disparities in job performance. This study investigates the mediating effect of job insecurity on the individual's personality traits and turnover intention. The questionnaires were collected online between March and April of the same year. In addition, the study's intended audience included entry-level and mid-level workers. The survey was circulated using Google Forms, emails, and social media to gather the data. As a result of the questionnaires being distributed among the participants, the study took a snowball approach. This study also uses a sample size of 299 employees (N=299). Job Insecurity would mediate between Big Five personality characteristics and turnover intention, which would have a detrimental impact on employees' willingness to leave their jobs. It was shown that the Big Five personality qualities adversely predicted turnover intention, while job insecurity mediates the relationship between the Big Five personality traits and turnover intention. For Thai employees who voluntarily quit, traits such as affected feelings, toughness of mind, and shyness were found to be predictive of leaving; commitment was found to be associated with turnover intentions for low self-monitors, and external locus of control was found to be associated with intentions to leave.
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Ahn, Ji-Young, and Wang Chaoyu. "Job stress and turnover intention revisited: evidence from Korean firms." Problems and Perspectives in Management 17, no. 4 (November 13, 2019): 52–61. http://dx.doi.org/10.21511/ppm.17(4).2019.05.
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This study revisits the relationship between job stress and turnover intention for employees using a sample of employees in public companies of Korea. The authors investigate both the effect of job stress on turnover and the process by which job stress affects employee turnover. In particular, they prove that job satisfaction mediates the relationship between stress and turnover intention of the employees. Furthermore, the authors explore the job stress-turnover relationship by extending a review of the organizational justice perspective and posit whether an employee perceived organizational justice could mitigate the presumed adverse effects of job stress on turnover intention. They suggest empirical evidence that there is a significant positive relationship between job stress and turnover intention, and that job satisfaction partially mediates this relationship. However, the authors found no strong evidence of moderating roles of perceived organizational justice. Based on the job demands-resources (JDR) model, the relationship between job stress and turnover intention is evidenced. Besides, the study implies that the incidence of perceived organizational justice fails to mitigate the effect of these value-decreasing job stressors on employee turnover.
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Fatrichia, Aliyza, and Mulato Santosa. "Pengaruh Overtime dan Workload terhadap Turnover Intention dengan Job Stress Sebagai Variabel Mediasi (Studi Empiris Pada Karyawan PT Albasia Sejahtera Mandiri Temanggung)." Borobudur Management Review 2, no. 1 (June 30, 2022): 65–79. http://dx.doi.org/10.31603/bmar.v2i1.6823.
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Penelitian ini bertujuan untuk menguji dan menganalisis pengaruh overtime terhadap turnover intention karyawan, pengaruh workload terhadap turnover intention karyawan, pengaruh overtime terhadap job stress karyawan, pengaruh workload terhadap job stress karyawan, pengaruh job stress terhadap turnover intention karyawan, peran mediasi job stress pada pengaruh overtime terhadap turnover intention karyawan, dan peran mediasi job stress pada pengaruh workload terhadap turnover intention karyawan. Sampel yang digunakan dalam penelitian ini adalah karyawan produksi PT Albasia Sejahtera Mandiri Temanggung sejumlah 172. Metode pengambilan sampel yang digunakan adalah purposive sampling. Alat analisis yang digunakan adalah analisis regresi linear berganda dengan SPSS 25.0. Hasil penelitian ini menunjukkan bahwa overtime berpengaruh positif dan signifikan terhadap turnover intention karyawan, workload berpengaruh positif dan signifikan terhadap turnover intention karyawan, overtime tidak berpengaruh terhadap job stress karyawan, workload berpengaruh positif dan signifikan terhadap job stress karyawan, job stress berpengaruh positif dan signifikan terhadap turnover intention karyawan, job stress tidak memediasi pengaruh overtime terhadap turnover intention karyawan, dan job stress memediasi pengaruh workload terhadap turnover intention karyawan.
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Adi Pratama, Rohmawan, Muhammad Japar, Purwati Purwati, Filda Khoirun Nikmah, and Ignatius Soni Kurniawan. "Effect of Extrinsic Job Satisfaction Hygiene Factors and Intrinsic Job Satisfaction Motivation on Turnover Intention." Bulletin of Counseling and Psychotherapy 5, no. 2 (July 31, 2023): 148–58. http://dx.doi.org/10.51214/00202305605000.
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The relationship between extrinsic job satisfaction and turnover intentions is significant in research concerning employee behavior and organizational dynamics. Outside satisfaction factors, commonly labeled as hygiene factors, significantly negatively impact employees' propensity to consider leaving their positions. This study examines (1) the correlation of extrinsic job satisfaction on turnover intention and (2) the negative effect of intrinsic job satisfaction on turnover intention. To test the hypothesis, this study used a quantitative correlational approach to determine the relationship between two or more variables. This research used a questionnaire of 120 respondents at the University of Muhammadiyah Magelang. Based on the data processing results, the first hypothesis testing shows that extrinsic job satisfaction negatively and significantly affects turnover intention (β = -0.267; t = -4.951; p = .000 <.005). The second hypothesis testing results show that intrinsic job satisfaction has a negative and significant effect on turnover intention (β = -.098; t = -2,677; p = .009 <.005).
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Galanis, Petros, Ioannis Moisoglou, Maria Malliarou, Ioanna V. Papathanasiou, Aglaia Katsiroumpa, Irene Vraka, Olga Siskou, Olympia Konstantakopoulou, and Daphne Kaitelidou. "Quiet Quitting among Nurses Increases Their Turnover Intention: Evidence from Greece in the Post-COVID-19 Era." Healthcare 12, no. 1 (December 29, 2023): 79. http://dx.doi.org/10.3390/healthcare12010079.
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As turnover intention is a strong determinant of actual turnover behavior, scholars should identify the determinants of turnover intention. In this context, the aim of this study was to assess the effect of quiet quitting on nurses’ turnover intentions. Additionally, this study examined the impact of several demographic and job characteristics on turnover intention. A cross-sectional study with 629 nurses in Greece was conducted. The data were collected in September 2023. Quiet quitting was measured with the “Quiet Quitting” scale. In this study, 60.9% of nurses were considered quiet quitters, while 40.9% experienced high levels of turnover intention. Multivariable regression analysis showed that higher levels of quiet quitting increased turnover intention. Moreover, this study found that turnover intention was higher among females, shift workers, nurses in the private sector, and those who considered their workplace understaffed. Also, clinical experience was associated positively with turnover intention. Since quiet quitting affects turnover intention, organizations, policymakers, and managers should address this issue to improve nurses’ intentions to stay at their jobs.
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Amanda, Novi, Rina Anindita, and M. Reza Hilmy. "Compensation, Job Stress, and Job Satisfaction on Nurse Turnover Intention at Ananda Bekasi Hospital." Jurnal Manajemen Kesehatan Indonesia 9, no. 1 (April 30, 2021): 38–44. http://dx.doi.org/10.14710/jmki.9.1.2021.38-44.
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One of the high turnover rates in the hospital occurs in nurses. More attention is needed because turnover can be detrimental to the organization, in terms of cost, resources, and effectiveness of nursing. The research objective is to obtain empirical evidence whether there is an effect of compensation, job stress and job satisfaction on turnover intention at Ananda Bekasi Hospital in 2020. The research method is to use causality design based on the time dimension of one short study. The sample used was saturated sampling, that is, the entire population was sampled for 100 inpatient nurses. The data analysis method uses Multiple Linear Regression Analysis. The results found no negative and significant effect between compensation for turnover intention. There is a positive and significant effect between work stress on turnover intention. There is a negative and significant effect between job satisfaction on turnover intention, and there is an influence between compensation, job stress and job satisfaction on turnover intention. Research findings, that the variable that most influences turnover intention is work stress variable. Managerial implications are expected Ananda Bekasi Hospital to calculate salaries based on the remuneration system, the appropriate assignment system, conduct workload analysis and nurse career development
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Jaelani, Dede, and Rika Desiani. "The Effect of Work Stress Job Satisfaction and Organizational Climate on Turnover Intention (Survey on Employees of PT. Allied Industrial Indonesia)." Portofolio: Jurnal Ekonomi, Bisnis, Manajemen, dan Akuntansi 17, no. 1 (January 29, 2022): 30–45. http://dx.doi.org/10.54783/portofolio.v17i1.193.
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The purpose of this study was to determine the description of Job Stress, Job Satisfaction, Organizational Climate and Turnover Intention at PT. Allied Industrial Indonesia, to find out how the Effect of Job Stress, Job Satisfaction, and Organizational Climate on Turnover Intention of PT. Allied Industrial Indonesia simultaneously, to determine the Effect of Job Stress on Turnover Intention of PT. Allied Industrial Indonesia, to determine the Effect of Job Satisfaction on Turnover Intention of PT. Allied Industrial Indonesia, to determine the Influence of Organizational Climate on Turnover Intention of PT. Allied Industrial Indonesia. The results of the discussion show that the statistical hypothesis testing results indicate that overall, there is a significant influence between Job Stress, Job Satisfaction, and Organizational Climate on Turnover Intention. Individual test results also show that the variables of Job Stress and Organizational Climate have a significant effect on Turnover Intention, while the Job Satisfaction variable has no significant effect.
The conclusion of this study is that there is a positive and significant effect of Job Stress on Turnover Intention at PT. Allied Industrial Indonesia, meaning that the higher the Work Stress, the higher the Turnover Intention. There is a negative and insignificant effect of Job Satisfaction on Turnover Intention, meaning that the higher the Job Satisfaction, the lower the Turnover Intention. There is a negative and significant influence of Organizational Climate on Turnover Intention, meaning that the better the Organizational Climate, the lower the Turnover Intention.
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Bravo, Gonzalo A., Doyeon Won, and Weisheng Chiu. "Psychological contract, job satisfaction, commitment, and turnover intention: Exploring the moderating role of psychological contract breach in National Collegiate Athletic Association coaches." International Journal of Sports Science & Coaching 14, no. 3 (June 2019): 273–84. http://dx.doi.org/10.1177/1747954119848420.
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This study examined the relationship between psychological contract and three work attitudes, job satisfaction, affective commitment, and turnover intention in a sample of National Collegiate Athletic Association coaches. This study also explored the moderating role of the psychological contract by examining coaches' perceptions of the intentional and unintentional breach. A total of 383 coaches responded to the survey that included items in the transactional and relational psychological contract, job satisfaction, affective commitment, and turnover intention. In addition, the sample was split into two groups, intentional breach and unintentional breach based on their responses to a single question regarding the perceived breach status. Results revealed that the transactional contract had a positive influence on job satisfaction and a negative influence on affective commitment. On the other hand, the relational contract had positive influences on both job satisfaction and affective commitment. Job satisfaction had a positive influence on affective commitment, which negatively led to turnover intention, while affective commitment had no significant influence on turnover intention. A multi-group analysis was conducted to test whether the psychological contract breach moderated the paths in the hypothesized model. The paths from transactional contract to satisfaction and commitment as well as from satisfaction to turnover intention were moderated by the psychological contract breach. The transactional contract–job satisfaction relationship was meaningful for the unintentional breach group, while the transactional contract–affective commitment relationship was stronger with the intentional breach group. The job satisfaction–turnover intention relationship was stronger with the intentional breach group than with the unintentional breach group.
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Rohmawati, Erni. "Analisis Pengaruh Efikasi Diri Terhadap Keinginan Berpindah Kerja Dengan Kepuasan Kerja Sebagai Variabel Pemediasi." Jurnal Akuntansi dan Manajemen 15, no. 01 (March 12, 2019): 36–60. http://dx.doi.org/10.36406/jam.v15i01.143.
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This study was aimed to test the influence of self efficacy toward job turnover intention with job satisfaction as intervening variable. The sample was 218 auditor independent in Indonesia. The result of this study showed that self-efficacy positively influence toward job satisfaction and job turnover intention, and job satisfaction negatively influence toward job turnover intention. On the third result contrast with Bandura theory (1997) that suggest people who have strong self efficacy will have positive value toward their jobs. While in this study found that people who have strong self efficacy, they will have high job turnover intention. This study found that auditors who work in auditor company have high interest to look for a better job chance and challenge of their career.
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Daeli, Azizah Siti. "MINIMIZING TURNOVER INTENTION STRATEGY: The Role of Transformational Leadership, Intrinsic Motivation, and Job Satisfaction." PRODUKTIF: Jurnal Kepegawaian dan Organisasi 2, no. 2 (December 1, 2023): 104–12. http://dx.doi.org/10.37481/jko.v2i2.95.
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The high turnover intention rate in the current work environment poses a serious challenge for organizations. Therefore, this study aims to investigate effective strategies to minimize turnover intention, focusing on the role of transformational leadership, intrinsic motivation, and job satisfaction. The research aims to explore the relationships between transformational leadership, intrinsic motivation, job satisfaction, and turnover intention. With a deep understanding of these factors, concrete strategies to reduce turnover intention in the workplace are expected to be identified. The study employs a quantitative approach through surveys and statistical analysis to collect and analyze data from respondents who are members of organizations. The research instruments include measurement scales for transformational leadership, intrinsic motivation, job satisfaction, and turnover intention. Data analysis reveals significant findings regarding the positive relationship between transformational leadership and intrinsic motivation with job satisfaction. Furthermore, job satisfaction is found to be negatively correlated with turnover intention. The practical implications of these findings underscore the need for organizations to adopt transformational leadership styles and enhance intrinsic motivation among employees to increase job satisfaction and decrease the intention to switch jobs.
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Dr Najma Iqbal Malik ,Shahida Perveen, Samrah Jamshaid,. "WORKPLACE BULLYING AS A PREDICTOR OF TURNOVER INTENTION AMONG TEACHERS: ROLE OF JOB EMBEDDEDNESS." Psychology and Education Journal 58, no. 1 (January 15, 2021): 5111–19. http://dx.doi.org/10.17762/pae.v58i1.2066.
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The current research aimed to investigate workplace bullying, turnover intention and job embeddedness among teachers of colleges and universities of Sargodha, Pakistan. The purposive sampling technique was used for the collection of data. Negative Act Questionnaire (Einarsen, 2001), Turnover Intention Scale (Mitchell, 2001) and Job Embeddedness Scale (Crossley et al, 2007) scales were used to measure the constructs of study. Correlation analysis discovered that workplace bullying has a positive relationship with turnover intentions, which distingue that teachers who faced bullying in the organization have more intention to quit their job. Linear Regression analysis showed a significant impact of bullying on the turnover intention. Hierarchal Regression analysis showed that job embeddedness has significant moderating role between bullying and turnover intention. The current study have some recommendations and conclusion for coming researchers who will be interested to explore the level of teacher’s embeddedness who were facing bullying.
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Arkan Raihan, Muhammad, and Chaerudin Chaerudin. "INFLUENCE COMPENSATION, WORKLOAD AND JOB SATISFACTION TO TURNOVER INTENTION." Dinasti International Journal of Education Management And Social Science 2, no. 5 (July 31, 2021): 882–97. http://dx.doi.org/10.31933/dijemss.v2i5.944.
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This study aims to test and analyze the effect of compensation, workload and job satisfaction on employee turnover intentions at PT. XYZ Research data is data collected from interviews, questionnaires and supporting data from PT. XYZ for 3 consecutive years from 2017 to 2019. The sampling method used is the saturation sampling method. From a population of 125 people, the sample used was 95 people as well. The analytical method used in this study is multiple linear regression analysis. The results showed compensation, workload and job satisfaction together (simultaneously) significantly influence turnover intention. Partially shows that compensation has a negative and significant effect on turnover intention. Workload has a negative and significant effect on turnover intentions. Job satisfaction has a negative and significant effect on turnover intentions.
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Musfarat, Syeda Iqra, and Rehman Akhtar. "Employee Turnover Intention in Aviation Industry." Pakistan Journal of Engineering and Technology 5, no. 4 (December 29, 2022): 60–62. http://dx.doi.org/10.51846/vol5iss4pp60-62.
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This empirical study explores the mediation role of organizational embeddedness in the relationship between turnover and quality of work life. The current study investigates how employment variables, such as job satisfaction, organizational commitment, and employee turnover intentions, affect employee perceptions in light of the idea above. The study aims to provide insight into how employees respond to a sense of duty to their employer. The study also seeks to add to existing empirical data on the conflicting influences of intrinsic and extrinsic job-related elements on job satisfaction. The study also seeks to add to existing empirical data on the conflicting influences of intrinsic and extrinsic job-related elements on job satisfaction. Numerous studies have discovered a strong correlation between organizational commitment and job happiness, which has attracted much media attention. For management purposes, it is crucial to understand an employee's physiological and psychological demands to assess how they react to their environment and form attitudes toward their jobs and organizations. This study attempts to explain how the organization and its employees interact in this setting through the lens of reciprocity. This study aims to demonstrate how individuals have high levels of job satisfaction.
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Sitohang, Rommel. "The Influence of Transformational Leadership Style, Job Satisfaction and Organizational Culture on Turnover Intention in Employees of PT. Medan Distribusindo Raya Kabanjahe." Asian Journal of Management Analytics 2, no. 2 (April 30, 2023): 133–42. http://dx.doi.org/10.55927/ajma.v2i2.3887.
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The purpose of this study was to determine and analyze the influence of transformational leadership style, job satisfaction, and organizational culture on the turnover intention of employees of PT. Medan Distribusindo Raya Kabanjahe. The results of this study indicate that transformational leadership style, job satisfaction, and organizational culture have a significant influence on turnover intention. This is indicated by the Fcount (7.752) > Ftable 2.72 with Sig-p (0.000) < (0.05). The transformational leadership style partially has a positive and significant influence on turnover intentions. This is indicated by the values of tcount (2.061) > ttable (1.991) and Sig (0.029) < (0.05). Job satisfaction partially has a positive and significant effect on turnover intention. This is indicated by the values of tcount (3.908) > ttable (1.991) and Sig (0.000) < (0.05). Organizational culture partially has a positive and significant influence on turnover intentions. This is indicated by the values of tcount (2.111) > ttable (1.991) and Sig (0.038) < (0.05). Transformational leadership style, job satisfaction, and organizational culture have an influence on turnover intentions of 44.2%.
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Laswitarni, Ni Ketut, and Ni Putu Marsita Yuli Pratiwi. "PENGARUH STRES KERJA TERHADAP TURNOVER INTENTION YANG DIMEDIASI KEPUASAN KERJA PADA PT TATA MULIA NUSANTARA INDAH CABANG BALI." Forum Manajemen 20, no. 1 (February 16, 2022): 96–108. http://dx.doi.org/10.61938/fm.v20i1.467.
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This study intended to the effect of job stress on turnover intention, the effect of job stress on job satisfaction, the effect of job satisfaction on turnover intention and also to determine the role of job satisfaction in mediating the effect of work stress and turnover intention. it takes 51 employees, by using random sampling method. On this study analysis using the path analysis and sobel test. Based on the results of the analytic, the job stress has a positive and significant effect on turnover intention, job stress has a negative and significant effect on job satisfaction, job satisfaction has a negative and significant effect on turnover intention. The results of this study also indicate that job satisfaction mediates job stress on turnover intention. To reduce turnover intention, management should pay more attention to the job descriptions of employees.
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Adiputra, I. Gede, and Natasya Milleny. "Effect of Career Development and Workload on Turnover Intention with Job Satisfaction as an Intervening Variable." International Journal of Economics, Business and Management Research 08, no. 01 (2024): 81–97. http://dx.doi.org/10.51505/ijebmr.2024.8106.
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Turnover intention must be addressed as a phenomena and human behavior that is vital in corporate life from both an individual and societal standpoint, with the understanding that the desire to change employees will have a substantial influence on both the firm and the employees involved. The purpose of this study is to examine the impact of Career Development on turnover intention, Career Development on job satisfaction, Workload on turnover intention, Workload on job satisfaction, Job satisfaction on turnover intention, Career Development on turnover intention via job satisfaction, and Job stress on turnover intention via job satisfaction. With 155 respondents, the sample was drawn using a proportionate sampling technique. According to the findings of this study, Career Development has a negative and significant influence on employee turnover intention at startup companies in Jakarta. Career Development has a positive and significant influence on job satisfaction, Workload has a considerable and beneficial influence on employee turnover intention. Workload has a negative and severe impact on employee job satisfaction, Employee turnover intention is influenced negatively and insignificantly by job satisfaction, through employee work satisfaction, Career Development has a negative and minor influence on turnover intention meanwhile Workload has a favorable and considerable influence on turnover intention through employee job satisfaction at a startup company in Jakarta.
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Rahman, Shaikh Moksadur. "Relationship between Job Satisfaction and Turnover Intention: Evidence from Bangladesh." Asian Business Review 10, no. 2 (June 10, 2020): 99—XX. http://dx.doi.org/10.18034/abr.v10i2.470.
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Nowadays job satisfaction and turnover intention are the most important and widely researched variables. Job satisfaction increases loyalty and professional commitment to the organization which leads to productivity. On the other hand, the turnover intention has serious negative consequences for effective organizational operations. The purpose of this exploratory study is to find out the relationship between job satisfaction and turnover intention of employees working in some selected sectors in Comilla, Bangladesh. The study considered a sample of 355 employees across various sectors to find out the different opinions about the levels of their satisfaction related factors and turnover intention. For the purpose of in-depth analysis, statistical tools, inter-correlation matrix, and multiple regression techniques had been used. The results indicate that there were a significant inverse relationship between job security-turnover intention, pay-turnover intention, and promotion-turnover intention. The results will help organizations understand how to address employees’ demands and concerns toward their jobs and discover successful ways of retaining them. This in turn will reduce the turnover rate and the associated costs.
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Salama, Wagih, Ahmed Hassan Abdou, Shaimaa Abo Khanger Mohamed, and Hossam Said Shehata. "Impact of Work Stress and Job Burnout on Turnover Intentions among Hotel Employees." International Journal of Environmental Research and Public Health 19, no. 15 (August 7, 2022): 9724. http://dx.doi.org/10.3390/ijerph19159724.
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This research aims primarily to shed light on the impact of work stress and job burnout on employees’ turnover intention in the hotel industry. Furthermore, it aims to identify the effect of work stress on job burnout besides examining the potential mediating role of job burnout in the relationship between work stress and employees’ turnover intentions in Egyptian hotels. For achieving this aim, the questionnaire was designed for Egyptian hotel employees and structured to cover four key parts: (1) demographic characteristics of employees of hotels, (2) work stress items, (3) job burnout items, and (4) turnover intentions. Structural equation modeling (SEM) results were obtained using AMOS software, IBM, version 24. The results indicate that job burnout partially mediates the relationship between work stress and turnover intentions. To be more specific, work stress has a significant positive effect on the turnover intention (β = +0.40, p < 0.01), and a significant positive effect on job burnout (β = +0.43 p < 0.01). Thus, there exists a strong positive association between work stress and turnover intentions as well as a positive association between job burnout and work stress. The findings of this study would help policymakers, hotel managers as well as practitioners to formulate policies for lessening the work stress, job burnout, and turnover intentions among hotel employees.
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Dwiyanti, Retno, Diyan Puspitasari, and Pambudi Rahardjo, Herdian. "TURNOVER INTENTIONS IN EDUCATION PERSONNEL: THE ROLE OF JOB SATISFACTION AND ISLAMIC WORK ETHICS." Education & Learning in Developing Nations 1, no. 1 (June 16, 2023): 68–73. http://dx.doi.org/10.26480/eldn.02.2023.68.73.
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Educational personnel in tertiary institutions play an important role in organizational success. The occurrence of turnover in educational staff can hurt the running of the organization. In Islamic-based tertiary institutions, job satisfaction and Islamic work ethic can influence the desire of educational staff to turn over. This study aims to determine the effect of job satisfaction and Islamic work ethic on the turnover intentions of teaching staff at the Muhammadiyah University of Purwokerto. This research method uses quantitative research methods. The sample of this research was 97 teaching staff at the Muhammadiyah University of Purwokerto. The data collection method uses the turnover intention, job satisfaction, and Islamic work ethic scales. The results of the study show that there is a significant effect of job satisfaction on turnover intentions, while Islamic work ethic has no significant effect on turnover intentions. The results also show that job satisfaction and Islamic work ethic contribute to a turnover intention of 49.2%. Higher education leaders can use the results of this study to increase the job satisfaction of educational staff so that turnover can be avoided.
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Pradiptha, I. Dewa Agung Gde Fanji, Alfiery Leda Kio, Nyoman Putri Sri Adi, Ika Purwanto, and Ahmad Redho. "The Relationship Between Work Motivation, Job Satisfaction, and Turnover Intention in Nurses." Babali Nursing Research 4, no. 3 (July 31, 2023): 531–39. http://dx.doi.org/10.37363/bnr.2023.43271.
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Background: Human resources are the main resource in a hospital. Nurses are the main and most important resource and the tip spearhead in every nursing service activity in the hospital. It is demanding nursing as a profession to improve intellectual abilities, abilities interpersonal, and moral so that in achieving this, the nurse requires strong motivation both from within and outside the nurse. Nurses who have good work motivation can influence the increase nurse job satisfaction so as to reduce nurse turnover intention. This study aims to analyses the relationship of work motivation to job satisfaction and turnover intention of nurses at Klungkung Hospital.
Methods: This study uses a correlational research design approach cross sectional. The sample used was 139 implementing nurses with stratified random sampling technique.
Results: Correlation test results show motivation to work with Job satisfaction has a strong and positive relationship (r = 0.623 and p = 0.0005), work motivation with turnover intention has a weak relationship and negative pattern (r = -0.035 and p = 0.680) and job satisfaction with turnover intention shows a moderate relationship and has a negative pattern (r = -0.252 and p = 0.003). The results of the PLS analysis show that work motivation is related to satisfaction work (t = 12.0422), work motivation related to turnover intention (t = 2.3796) and job satisfaction related to turnover intention (t = 4.0125).
Conclusions: Work motivation good impact on increasing job satisfaction and decreasing turnover nurse intentions. Future researchers should examine more of these factors affect turnover intention.
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Xu, Jiahui, Chaohui Wang, Tingting (Christina) Zhang, and Lei Zhu. "How Job Crafting Affects Hotel Employees’ Turnover Intention during COVID-19: An Empirical Study from China." Sustainability 15, no. 12 (June 13, 2023): 9468. http://dx.doi.org/10.3390/su15129468.
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Based on self-regulation theory, this study examines the relationship between job crafting, career identity, job engagement, and turnover intention among hotel staff in China amid the COVID-19 pandemic. This research draws on the observations of 1453 hotel employees in China for its empirical data and analysis by SPSS and AMOS. Job crafting positively impacts career identity and job engagement but negatively impacts turnover intention. The turnover intentions of hotel employees are negatively impacted by their feelings of career identity and job engagement. Additionally, the mediating role of career identity and job engagement in the connection between job crafting and turnover intention is further discussed and illustrated. Research on the topic of job crafting in the hotel sector workplace is examined in this study, and its influence on job performance measures is evaluated. Both hotel employees and academics may benefit greatly from this study’s conclusions.
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Heryanda, Komang Krisna. "The Effect of Job Insecurity on Turnover Intention Through Work Satisfaction in Employees of Pt Telkom Access Singaraja." International Journal of Social Science and Business 3, no. 3 (September 20, 2019): 198. http://dx.doi.org/10.23887/ijssb.v3i3.20997.
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This study aimed at examining the effect of (1) job satisfaction mediating the effect of job insecurity on turnover intention, (2) job insecurity on job satisfaction, (3) job insecurity on turnover intention, (4) job satisfaction on turnover intention. The method of data collection was done by observation, interviews and questionnaires by using a Likert scale. The analysis technique used was path analysis (path anaylsis) with the SPSS 17.0 for windows program. The analysis shows that (1) job satisfaction was able to mediate partially the effect of job insecurity on turnover intention, (2) job insecurity had a negative and significant effect on job satisfaction, (3) job insecurity had a positive and significant effect on turnover intention, (4) satisfaction work had a negative and significant effect on turnover intention.
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Oley, Shinta Maria, Bernhard Tewal, and Lucky O. H. Dotulong. "PENGARUH JOB STRESS, JOB SATISFACTION DAN JOB INSECURITY TERHADAP TURNOVER INTENTION (STUDI KASUS PADA KARYAWAN MANADO QUALITY HOTEL)." Jurnal EMBA : Jurnal Riset Ekonomi, Manajemen, Bisnis dan Akuntansi 11, no. 1 (January 20, 2023): 666–77. http://dx.doi.org/10.35794/emba.v11i1.46053.
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Sumber daya manusia merupakan aset berharga bagi perusahaan dan menjadi pilar utama sebagai pelaku penunjang tercapainya tujuan dalam perusahaan tersebut. Agar tujuan dalam perusahaan tercapai, maka perusahaan harus mengelolah sumber daya manusia dengan baik serta memperhatikan kesejahteraan karyawan. Sehingga karyawan tidak memiliki keinginan untuk berpindah atau meninggalkan perusahaan (turnover intention). Tujuan dalam penelitian ini adalah untuk mengetahui pengaruh job stress, job satisfaction, job insecurity terhadap turnover intention. Populasi dalam penelitian ini adalah sebanyak 61 orang dengan besaran sampel sebanyak 38 orang. Teknik pengumpulan data menggunakan kuesioner yang disebarkan kepada responden. Teknik analisis data yang digunakan berupa uji validitas, uji reliabilitas, uji asumsi klasik, analisis regresi linear berganda, uji F dan uji T. Hasil dalam penelitian ini menunjukkan bahwa secara simultan job stress, job satisfaction, job insecurity berpengaruh signifikan terhadap turnover intention. Secara parsial job stress dan job satisfaction tidak berpengaruh signifikan terhadap turnover intention. Secara parsial job insecurity berpengaruh positif dan signifikan terhadap turnover intention Kata Kunci: job stress, job satisfaction, job insecurity, turnover intention
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Dewi, Muhtiarti, and M. Iqbal. "Effect of Career Development and Job Stress on Turnover Intention Through Job Satisfaction at Character Education Foundation in Depok City." International Journal of Advanced Multidisciplinary 2, no. 2 (July 29, 2023): 379–92. http://dx.doi.org/10.38035/ijam.v2i2.246.
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One of the organizations in Depok, which has a competitive advantage in the field of character education, requires quality human resources to realize its goals of creating a generation with character, creativity, and high thinking. The occurrence of employee turnover will be a problem for achieving the goals of the organization. This study aims to analyze the effect of career development and job stress on employee turnover intention using job satisfaction as a mediator. This research uses a quantitative approach and the SmartPLS 3.2.9 application. The population of this study was 174 organization employees with working periods of more than 1 year, and the sample of this study was 122 employees. The result of this study shows that career development has no significant effect on turnover intentions, but has a significant and positive effect on job satisfaction; job stress has a significant and positive effect on turnover intention, and has a significant and negative effect on job satisfaction. Job satisfaction has a significant and negative effect on turnover intentions. Job satisfaction has a mediating role in the influence of career development and job stress on employee turnover intentions. The implication of this research is that reducing employee job stress will increase job satisfaction and reduce employee turnover.
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Yonathan Purba, Margo, and Sangkala Ruslan. "INFLUENCE COMPENSATION, CAREER DEVELOPMENT AND JOB SATISFACTION TO TURNOVER INTENTION." Dinasti International Journal of Economics, Finance & Accounting 1, no. 4 (September 24, 2020): 642–58. http://dx.doi.org/10.38035/dijefa.v1i4.542.
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The purpose of this study aims to test and analyze the effect of compensation, career development and job satisfaction on employee turnover intentions at PT. XYZ Research data is data collected from interviews, questionnaires and supporting data from PT. XYZ for 3 consecutive years from 2016 to 2018. The sampling method used is the saturation sampling method. From a population of 156 people, the sample used was 113 people as well. The analytical method used in this study is multiple linear regression analysis. The results showed compensation, career development and job satisfaction together (simultaneously) significantly influence turnover intention. Partially shows that compensation has a negative and significant effect on turnover intention. Career development has a negative and significant effect on turnover intentions. Job satisfaction has a negative and significant effect on turnover intentions
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Saputra, Arief Dwi, Alfina Rahmatia, and Arni Surwanti. "Turnover Intentions? Symptoms on Job Satisfaction and Job Insecurity in The Face of a Pandemic." JURNAL BISNIS STRATEGI 30, no. 2 (December 31, 2021): 115–26. http://dx.doi.org/10.14710/jbs.30.2.115-126.
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Turnover intention is the permanent resignation of employees voluntarily (voluntary) or not (involuntary) from an organization. In fact, human resources are an investment for the organization. This study will attempt to review the symptoms that occur during a pandemic through a review of Turnover Intentions obtained by job satisfaction and job imperfections. This study aims to see the effect of job satisfaction and job insecurity on turnover intentions in the case study of the Presidium business unit. The object of this research is the Marketing Executive with a saturated sample technique method and a questionnaire to 158 respondents. Data were analyzed using the SPSS 22 application, traffic conclusions with multiple data analysis techniques. The results of this study can ignore that the variables of job satisfaction and job insecurity have a positive influence on turnover intention. This explains that Turnover Intentions are a symptom that occurs during a pandemic. The implications for the findings of the review results can be used as insights for organizations in facing a pandemic period and can become a future research agenda for a more comprehensive organizational review.
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Hariyanto, Didik, Budi Eko Soetjipto, and Sopiah Sopiah. "The Influence of Workload and Environment on Turnover Intention Through Job Satisfaction and Organizational Commitment." PENANOMICS: International Journal of Economics 1, no. 3 (December 31, 2022): 335–46. http://dx.doi.org/10.56107/penanomics.v1i3.72.
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This research aims to analyze the effect of workload and work environment on turnover intention through job satisfaction and organizational commitment. The research sample was 175 employees who were taken by proportional random sampling. Data analysis using Partial Least Square (PLS). The research findings show that workload has a significant positive effect on job satisfaction, organizational commitment, and turnover intention directly. The work environment significantly negatively affects turnover intention, while job satisfaction and organizational commitment have a significant positive effect. Job satisfaction significantly negatively affects turnover intention, while organizational commitment has a significant positive effect. Organizational commitment has a significant negative effect on turnover intention. Indirectly, the workload negatively affects turnover intention through job satisfaction and organizational commitment. The work environment has a significant negative effect on turnover intention through job satisfaction and organizational commitment, and job satisfaction has a significant negative effect on turnover intention through organizational commitment.
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AlKandari, Ibrahim, Farah Alsaeed, Anwaar Al-Kandari, Ahmad Alsaber, Karim Ullah, Khadija Hamza, and Ahmad Alqatan. "Determinants of employees’ turnover intention." Journal of Governance and Regulation 12, no. 4 (2023): 29–37. http://dx.doi.org/10.22495/jgrv12i4art3.
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The growing competition for talent and increasing employee turnover intention pose challenges for organizations. This paper examines the effect of employees’ organizational trust, job satisfaction, and perception of organizational performance on intention to leave. The research method used was an online survey, with partial least square structural equation modeling (PLS-SEM). The findings reveal there is an insignificant direct influence of employee organizational trust on turnover intention. Moreover, the impact of job satisfaction and organizational performance on turnover intention was found to be both positive and significant. This paper, therefore, introduces fresh empirical evidence and perspective to augment the body of research on the turnover intentions of employees working at public sector institutions, particularly in the post-COVID-19 context.
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Masdupi, Erni, Risang Kurniawan Prasojo, and Mely Oktia Darni. "Work-family conflict and turnover intention: Mediation model for millennial government employees." Problems and Perspectives in Management 21, no. 4 (October 19, 2023): 127–39. http://dx.doi.org/10.21511/ppm.21(4).2023.10.
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Every organization is not only faced with the challenge of recruiting employees but also of retaining talent within the organization. This study analyzes the influence of work-family conflict on millennial government employees’ turnover intention and determines how job embeddedness and job stress can be a mediator in this case. This paper used a questionnaire to accumulate data from 419 millennial employees in the government sector in Indonesia. SEM-PLS was used to test the influence of inter-variable relations. The results of SEM tests via Smart-PLS 3 software reveal that work-family conflict has a positive and significant influence on turnover intention. Job embeddedness and stress can mediate work-family conflict on turnover intentions of millennial employees in the government sector. Furthermore, work-family conflict has a negative and significant influence on job embeddedness and a positive and significant influence on job stress. Next, job embeddedness has a negative and significant influence on turnover intentions, and job stress has a positive and significant influence on such intentions. Therefore, the Indonesian government must reduce time stress and increase the job embeddedness employees, reducing turnover intentions. In addition, the Indonesian government needs to develop a policy supporting employee work-life balance. AcknowledgmentThis study is funded by Lembaga Penelitian dan Pengabdian Masyarakat Universitas Negeri Padang. The Human Resources Management and Behavioural Research Group Faculty of Economy and Bussiness, Universitas Negeri Padang also supported this paper.
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Nhamo, Mashavira, and Mahapa Mildred. "The Moderating Role of Decent Work on the Relationship Between Turnover Intention and Job Performance Among Commercial Banks in Zimbabwe." Journal of Islamic Economics and Business 3, no. 2 (December 31, 2023): 183–207. http://dx.doi.org/10.15575/jieb.v3i2.31574.
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The challenges of staff retention and job performance persist as significant concerns for businesses, particularly in the context of Zimbabwe. While numerous studies have explored the impact of turnover intention on job performance, there is a gap in understanding the moderating variables influencing this relationship. This research aims to investigate the nuanced connection between decent work, intentions to leave, and job performance in the Zimbabwean banking sector, utilizing a quantitative approach with a causal design. The findings reveal a significant relationship between turnover intention and job performance. Moreover, it is deduced that all four pillars of decent work act as moderators in the association between turnover intention and job performance within the commercial banking sector in Zimbabwe.
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Rahim, Afzalur, and Dana M. Cosby. "A model of workplace incivility, job burnout, turnover intentions, and job performance." Journal of Management Development 35, no. 10 (November 14, 2016): 1255–65. http://dx.doi.org/10.1108/jmd-09-2015-0138.
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Purpose The purpose of this paper is to determine the relationships among workplace incivility, job burnout, turnover intentions, and job performance. Design/methodology/approach The authors used a dyad survey method to collect data. Structural equation modeling was employed to analyze the data. Findings Results showed that job burnout mediated the relationship between workplace incivility and turnover intention and that workplace incivility was negatively associated with job performance. In other words, participants experiencing higher levels of incivility reported greater levels of job burnout and subsequent increased turnover intention and lower levels of job performance. Originality/value The authors can find no other research that examines the relationship between workplace incivility and job performance.
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Ratnaningsih, Dina Sabta. "Pengaruh Kepuasan Kerja, Stres Kerja, dan Komitmen Organisasional terhadap Turnover Intention." Jurnal Ilmu Manajemen 9, no. 3 (July 28, 2021): 1267–78. http://dx.doi.org/10.26740/jim.v9n3.p1267-1278.
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This study aims to find the results of analyzing the phenomena encountered in Elresas Hotel employees regarding job satisfaction, job stress, and organizational commitment as independent variables on turnover intention as the dependent variable on Elresas Hotel employees. The research is quantitative, with variables measured using a Likert scale. Data collection use questionnaires and direct observation. This study uses the entire population of Hotel Elresas Lamongan, amounting to 40 people, as a sample. The data obtained were processed using SPSS Vs 18 software in descriptive analysis, classical assumption test and data analysis using multiple linear regression analysis. To test the significance level, simultaneous F-test and t-test were carried out. The research conducted concluded that job satisfaction had a partially insignificant effect on turnover intention, job stress had a positive and significant effect on turnover intention, and organizational commitment partially had an insignificant effect on turnover intention. Simultaneously both the variables of job satisfaction, job stress and organizational commitment influence turnover intention. This study is intended to find out the factors that cause turnover intention at Hotel Elresas Lamongan and can also be used as a suggestion so that employees do not have thoughts of leaving their jobs.
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Baek, Ji-min, and Jae-hoon Ji. "The Effect of Role Stress on Dental Hygienists' Job Burnout and Turnover Intentions: The Moderated Mediating Effect of Professional Identity." Korean Society of Oral Health Science 11, no. 3 (September 30, 2023): 50–57. http://dx.doi.org/10.33615/jkohs.2023.11.3.50.
Full textAbstract:
Objectives: This study aimed to test the causal relationships among role stress, job burnout, professional identity, and turnover intention for dental hygienists.
Methods: Data were collected from dental hygienists working in dental clinics located in the Busan area using a structured questionnaire. The final sample size was 142, and SPSS ver.27 and Process Macro 4.1 were used to analyze the data.
Results: Role stress of dental hygienists had a positive effect on job burnout and turnover intention, and indirectly through job burnout. On the other hand, the moderating effect of professional identity on the effect of role stress on job burnout and turnover intention was statistically significant.
Conclusions: Establishing a professional identity for dental hygienists can reduce turnover intentions.