scholarly journals The Role of Workload, Nepotism, Job Satisfaction, and Organizational Politics on Turnover Intention: A Conservation of Resources Perspective

Organizacija ◽  
2021 ◽  
Vol 54 (3) ◽  
pp. 238-251
Author(s):  
Zuhair Abbas ◽  
Junaid Ansari ◽  
Saba Gulzar ◽  
Unzila Zameer ◽  
Kanwal Hussain
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Sampling Technique ◽  
Organizational Politics ◽  
The Body ◽  
Conservation Of Resources ◽  
Public And Private ◽  
Employee Turnover Intention ◽  
Public And Private Hospitals

Abstract Background: Despite extensive research on employee turnover intention in the existing literature. Previous studies have paid rare attention to the role of workload (WL), nepotism (N), job satisfaction (JS), and organization politics (OP) on turnover intention, especially, mediating the effect of harassment between WL, N, JS and OP on turnover intention in the Pakistani context. This study is using Hobfoll’s conservation of resources (COR) theory. Methods: Data were collected from 189 female employees (doctors and nurses) working in public and private hospitals in the province of Sindh, Pakistan, by adopting a purposive sampling technique. SmartPLS and SPPS were used to analyze the data. Results: The results demonstrated that workload and job satisfaction are positively related to harassment. At the same time, harassment has a direct effect on turnover intention. More importantly, harassment partially mediated the effect between workload and job satisfaction on turnover intention. In contrast, nepotism and organizational politics did not observe any significant relationship with harassment. However, it also did not have any mediating impact of harassment between nepotism and organizational politics on turnover intention. Conclusion: There is a lack of research on the antecedents of turnover intention in the existing literature especially in the developing country context (Pakistan). Furthermore, this study examined the mediation mechanism of harassment on turnover intention. In this way, this is an original contribution to the body of knowledge. Finally, COR theory has been utilized to explain how antecedents of turnover intention play their role along with harassment at the workplace. This study also advances the existing literature on human resource management. The current study provides insightful guidelines to policymakers, managers, and HRM practitioners for devising employee-friendly policies at the workplace.

Job crafting and turnover intention: The mediating role of work engagement and job satisfaction

2020 ◽  
Vol 48 (2) ◽  
pp. 1-9 ◽  
Author(s):  
Taotao Zhang ◽  
Bingxiang Li
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Structural Equation ◽  
Job Crafting ◽  
Equation Modeling ◽  
Employee Turnover Intention ◽  
Validated Questionnaire

The aims in this study were to examine the influence of job crafting, job satisfaction, and work engagement on employee turnover intention, and to investigate the role of work engagement and job satisfaction as mediators in the relationship between job crafting and employee turnover intention. A validated questionnaire was used to collect data from 212 employees of a service company in China. The results of structural equation modeling showed that work engagement and job satisfaction partially mediated the job crafting–turnover intention relationship. These findings extended prior research and confirmed that job crafting, job satisfaction, and work engagement were each a predictor of employee turnover intention. These findings suggest that the turnover intention of employees could be reduced through generating job-crafting behaviors, and by improving job satisfaction and work engagement.

scholarly journals Examining the Mediation of Job Satisfaction in the Relationship between Work Stress and Turnover Intention in Textile Company

2020 ◽  
Vol 5 (2) ◽  
pp. 113-121
Author(s):  
Romat Saragih ◽  
Arif Partono Prasetio ◽  
Bachruddin Saleh Luturlean
Keyword(s):  
Job Satisfaction ◽  
Work Stress ◽  
Turnover Intention ◽  
Sampling Method ◽  
Sampling Technique ◽  
Jel Classification ◽  
Positive Direction ◽  
Negative Effect ◽  
The Relationship

Objective – This study investigates the mediation role of job satisfaction in the relationship between work stress and turnover intention. A study about turnover intention in the textile company is still rarely done in Indonesia. This study can fill the gap regarding the topic. Methodology/Technique – A nonprobability sampling method with an accidental sampling technique was used, and we get 110 usable responses from a textile company in West Java, Indonesia. Macro Process with SPSS was used to measure the regression and the mediation. Findings – The study found that work stress has a negative effect on job satisfaction. Work stress significantly related to turnover intention in a positive direction. Job satisfaction did not have a significant relation with turnover intention. Thus, in this study, we found no mediation role in job satisfaction. Novelty – Evidently, work stress solely took part in shaping the turnover intention. Type of Paper: Empirical. Keywords: Work stress, Job satisfaction, Turnover intention, Textile Company, Mediation Reference to this paper should be made as follows: Saragih, R; Prasetio, A.P; Luturlean, B.S. 2020. Examining the Mediation of Job Satisfaction in the Relationship between Work Stress and Turnover Intention in Textile Company, J. Mgt. Mkt. Review 5(2) 113 – 121. https://doi.org/10.35609/jmmr.2020.5.2(4) JEL Classification: J28, J29, M19.

Servant Leadership, Burnout, and Turnover Intention

2019 ◽  
pp. 197-204
Author(s):  
Muhammad Imran
Keyword(s):  
Job Satisfaction ◽  
Servant Leadership ◽  
Turnover Intention ◽  
Banking Industry ◽  
Conservation Of Resources ◽  
Conservation Of Resources Theory ◽  
High Turnover ◽  
Mediating Role ◽  
Basic Concepts

This chapter is based on the servant leadership theory's effects on the turnover intention through the mediating role of burnout. The basic concepts of the model are derived from conservation of resources theory. The theory predicts that sustained psychological stress can lead to burnout and turnover intention. Servant leadership focuses on reducing the employee stress level and increasing job satisfaction. The study focuses on the banking industry employees and finds the main reasons of high turnover.

scholarly journals PERAN STRES KERJA DAN KEPUASAN KERJA UNTUK MENGURANGI TURNOVER INTENTION

2014 ◽  
Vol 5 (2) ◽  
Author(s):  
Syarifah Nazenin ◽  
Palupiningdyah Palupiningdyah
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Random Sampling ◽  
Sampling Technique ◽  
Employee Turnover Intention ◽  
Negative Effect ◽  
Managerial Level ◽  
Positive Effect

<p>Tujuan penelitian ini untuk menguji pengaruh variabel stres kerja dan kepuasan kerja pada turnover intention karyawan tetap bagian produksi. Sampel penelitian ini adalah 86 responden, menggunakan metode Slovin dengan teknik probability sampling dengan jenis proportionate random sampling. Berdasarkan hasil penelitian, menunjukkan bahwa stres kerja berpengaruh positif signifikan pada turnover intention. Kemudian, kepuasan kerja berpengaruh negatif signifikan. Penelitian ini menyimpulkan, bahwa stres kerja berpengaruh positif dan signifikan pada turnover intention karyawan dan kepuasan kerja berpengaruh negatif dan signifikan terhadap turnover intention karyawan. Implikasi manajerial yang bisa dilakukan adalah dengan pengurangan tingkat stres karyawan dan membuat program untuk tujuan menekan turnover intention, seperti kesempatan promosi dan meningkatkan reward karyawan.</p><p> </p><p>The purpose of this study conducted to examine the effect of work stress and job satisfaction on turnover intention of employee in production department. The sample was 86 respondent, using Slovin method with proportionate random sampling technique. The result showed that job stress has a positive effect on turnover intention while job satisfaction has a negative effect on turnover intention. This study conclude that job stress has positive and significant impact on employee turnover intention and job satisfaction significantly and negatively related to turnover intention of employees. Therefore, it is recommended to managerial level people to reduce stress levels in employees and to create a program for pressing turnover intention, such as promotional opportunities and improve employee rewards.</p>

scholarly journals AN INVESTIGATION ON ROLE OF STRESS ON ACADEMIC PERFORMANCE OF STUDENTS

2021 ◽  
Vol 37 (03) ◽  
pp. 287-296
Author(s):  
Yasir Hayat Mughal
Keyword(s):  
Academic Performance ◽  
Sampling Technique ◽  
The Body ◽  
Daily Routine ◽  
Cross Sectional ◽  
Public And Private ◽  
Academic Factors ◽  
Body Of Knowledge ◽  
Cross Sectional Design

The purpose of the study is to investigate the role of stress upon academic performance of students. Stress is faced by each individual in academic, professional as well as daily routine life. The current study has identified different sources of stress which might be controlled to enhance academic performance of students. For this purpose cross-sectional design survey approach was conducted from two different universities from the different faculties. The development of scientific knowledge in current study is based on the positivism philosophy. The non probability convenience sampling technique was used. Population of the study was students from public and private universities. 210 students have participated in the study. Cronbach alpha, correlation and regression were used for analysis of data. SPSS 25 was used. Findings of study revealed that scale adopted from past studies was found reliable and there is significant positive relationship between factors of stress and academic performance of students. It was also found that academic factors were most dominant factors which played significant role in affecting students’ performance. This study is original contribution and has extended the body of knowledge of stress and student academic performance.

scholarly journals PENGARUH KEPUASAN KERJA TERHADAP TURNOVER INTENTION YANG DIMEDIASI OLEH KOMITMEN ORGANISASIONAL KARYAWAN KONTRAK

2019 ◽  
Vol 8 (6) ◽  
pp. 3700
Author(s):  
Jimmy Susilo ◽  
I Gusti Bagus Honor Satrya
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Mediating Role ◽  
Employee Job Satisfaction ◽  
Contract Employees ◽  
Employee Turnover Intention ◽  
Saturated Sample ◽  
Sample Method

The purpose of this study was to determine the mediating role of organizational commitment variables on variable job satisfaction and turnover intention of contract employees at PT. Kharisma Duta Anggada. The population of this study was 187 people, with sampling using a saturated sample method. Methods of collecting data through questionnaires and interviews. Data obtained from the results of questionnaires were analyzed using path analysis and sobel test. The test results of getting job satisfaction have a positive and significant effect on organizational commitment, job satisfaction has a negative and significant effect on turnover intention, organizational commitment has a negative and significant effect on turnover intention, and job satisfaction has a negative and significant effect on turnover intention through mediating organizational commitment. The results of this study are expected to benefit employees of PT. Kharisma Duta Anggada and company leader. The company is expected to increase employee job satisfaction in order to increase employee commitment to the company so that the employee turnover intention level will be lower. Keywords : job satisfaction, organizational commitment, turnover intention

The Impact of Perceived Organizational Politics on Work Attitudes

2014 ◽  
Vol 5 (2) ◽  
pp. 1-13 ◽  
Author(s):  
Prerna Chhetri ◽  
Nikhat Afshan ◽  
Srabasti Chatterjee
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Negative Impact ◽  
Organizational Politics ◽  
Workplace Attitudes ◽  
The Impact ◽  
The Relationship

An understanding of politics at workplace is of utmost importance as it is an inherent part of workplace activities. It is evident in processes such as decision making, allocation of resources. This study investigated the effect of perceived organizational politics (POP) on workplace attitudes such as job satisfaction, organizational commitment and turnover intentions. Further, the paper investigated the role of Leader-Member-Exchange (LMX) on the relationship between perceived organizational politics and workplace attitude. The hypothesized relationship was tested on a sample of 228 employees from Indian IT sector. Factor Analysis on POP suggested that variables can be summarized by two factors; Perceived Politics in organizational management (POP1) and Perceived Politics in co-workers (POP2). The findings suggest that there exists a negative relation between POP and workplace attitude. The results show that incase of the relationship between POP and workplace attitude, the part of organizational politics related to management has shown a significant negative impact on organizational commitment, job satisfaction, and a positive relation to turnover intention. With regard to the role of LMX in the relation between POP and workplace attitudes, results of LMX as a moderator have confirmed to the hypothesis.

scholarly journals Analysis of The Factors that Affect Employee Turnover Intention at Travelodge Hotel Batam

2021 ◽  
Vol 3 (4) ◽  
pp. 216-220
Author(s):  
Ulfa Ulfa ◽  
Youmil Abrian ◽  
Arif Adrian
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Hypothesis Test ◽  
Sampling Technique ◽  
Factors Affecting ◽  
Factors Influencing ◽  
Employee Turnover Intention ◽  
Saturated Sample ◽  
Quantitative Descriptive

The study aims to determine the analysis of factors influencing Turnover Intention employees at Hotel Travelodge Batam.This research is a quantitative descriptive type with a factor analysis method aimed at seeing the factors affecting Turnover Intention in the Hotel Travelodge Batam. The population in this study is all employees amounting to 52 people, the sample in this study is with non-probability sampling technique with a total saturated sample of 52 people. Data analysis techniques using SPSS version 16.00. The results of this study showed a simple linear regression hypothesis test obtained F 5,418 with sig. 0.000 < 0.05, then the variable factors that influence can explain the turnover variable intention employees significantly, with the value of R Square of 0.419. This means that the factors influencing the turnover of intention employees by 41.9% and 58.1% are influenced by other factors. The salary factor has no significant effect on turnover intention. Training factors and work facilities have no significant effect on turnover intention. Leadership factors have no significant effect on turnover intention. The award factor has significant effect on turnover intention. The organizational culture factor has no significant effect on turnover intention. Job satisfaction factor has no significant effect on turnover intention. Based on the results the research researchers suggested to pay more attention to factors that influence employee turnover and further improve job satisfaction, training and work facilities,.

scholarly journals PENGARUHiSTRES KERJAiDAN KEPUASAN KERJA TERHADAP.TURNOVER INTENTION KARYAWAN PADA. PT CAHAYA INDO MANDIRI

2020 ◽  
Vol 11 (2) ◽  
pp. 110-120
Author(s):  
Fen Riki ◽  
Syaifullah Syaifullah
Keyword(s):  
Job Satisfaction ◽  
Human Resources ◽  
Work Stress ◽  
Turnover Intention ◽  
Hypothesis Test ◽  
Sampling Technique ◽  
Positive Influence ◽  
Distribution Method ◽  
Employee Turnover Intention ◽  
A Company

ABSTRACT In this era of increasingly fierce business competition, the success of every company is inseparable from the human resource factor. Human resources are important for the company, without people who may be companies that can help, so that they get profit. Human resources are assets that must be maintained by the company because human resources in a company can be a determinant of a company's survival. This study discusses work stress and job satisfaction on employee turnover intention at PT Cahaya Indo Mandiri. The sampling technique used in this study was saturated sampling, using a questionnaire distribution method with a total of 104 respondents who used all of PT Cahaya Indo Mandiri's employees as respondents. The data collected in this research uses descriptive method, data quality test, classic assumption test, influence test and hypothesis test with the help of SPSS (Product Statistics and Solution Services) version 25. Because the independent variable namely work stress has a significant and positive influence on turnover intention and job satisfaction have a significant partial positive towards turnover intention. The results of the F test show the variables of work stress and job satisfaction are positive and significant to the performance of employees at PT Cahaya Indo Mandiri, with the value of the test results f arithmetic 358,821 3.0864 f table values and with a significance value of 0,000 0.05.

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