The Impact of Factors in Job Satisfaction Towards Employees’ Intention to Leave in Chain Hotels

2015 ◽  
Vol 21 (4) ◽  
pp. 714-718
Author(s):  
Marion Hutagalung ◽  
Tatum Syarifah Adiningrum
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
Influencing Factors ◽  
Employee Turnover ◽  
Turnover Rate ◽  
Intention To Leave ◽  
Factors Affecting ◽  
Job Promotion ◽  
The Impact ◽  
The Relationship

Employee turnover is an expensive cost in the management of any venture. The objective of this paper is to examine the relationship between factors of job satisfaction to employee intention to leave at Arion Swiss Belhotel in Jakarta and Bandung. The survey was conducted to 240 employees in nine departments in both hotels, using a questionnaire adapting JDI. Findings indicated that the highest influencing factors affecting employees’ turnover was the work environment, followed by pay, and opportunity for job promotion. There is no difference between employees in both hotels in their perception towards each of the variables; as well there is no difference between layers of management. The overall finding results can be used for the hotels to set the guidelines to improve the employees’ job satisfaction and reducing the turnover rate.

scholarly journals The Impact of Work Environment, Work Motivation and Job Satisfaction on Dispatchers Performance at PT. PLN (Persero) UP2D Makassar

2020 ◽  
Vol 3 (4) ◽  
pp. 85-106
Author(s):  
Muhammad Reza Mulyadi ◽  
Idayanti Nursyamsi ◽  
Andi Nur Bau Massepe
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
Work Motivation ◽  
Employee Performance ◽  
Descriptive Analysis ◽  
Analysis Method ◽  
Performance Variables ◽  
Analysis Techniques ◽  
The Impact ◽  
The Relationship

This paper aims to determine and analyze the influence of the work environment, work motivation, job satisfaction on the performance of Dispatchers at PT PLN (Persero) UP2D Makassar. The method used in this research is the Descriptive Analysis method using multiple regression. The population in this study were employees who worked at PT PLN (Persero) UP2D Makassar, namely Dispatchers, the sample in this study were 34 Dispatchers. Data collection uses observations, questionnaires, and documentation while testing the hypothesis used to use validity analysis techniques, reliability testing, classical assumption tests, partial tests, and simultaneous tests. The results of this study indicate that first, the work environment has a positive and significant effect on the performance of dispatchers. Second, work motivation has a positive and significant influence on dispatcher's performance. Third, job satisfaction has a positive and significant impact on dispatcher performance. Fourth, if simultaneously the influence of the work environment, work motivation, and job satisfaction on dispatcher performance together have a significant effect on performance. The most dominant variable in the model is work motivation, 34% explains the relationship to dispatcher employee performance variables.

scholarly journals PENGARUH TIME DEMANDS OF WORK TERHADAP KEPUASAN KERJA, STRESS KERJA, DAN TURNOVER INTENTION KARYAWAN (Studi Pada Karyawan PT. Bank Tabungan Negara (Persero) Tbk. Cabang Harapan Indah, Bekasi)

2016 ◽  
Vol 13 (2) ◽  
pp. 110
Author(s):  
Anisah Uswatun Hasanah
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Positive Influence ◽  
Employee Turnover Intention ◽  
The Impact ◽  
The Relationship ◽  
Positive Effect ◽  
Time Demands

The aim of this research is to analyze the impact time demands of work, on job satisfaction,job stress, and employee turnover intention PT. Bank Tabungan Negara (Persero) Tbk.Cabang Harapan Indah, BekasiThis study is using path analysis with SmartPLS 2.0.M3. The population that used in thestudy is all the employees of PT. Bank Tabungan Negara (Persero) Tbk. Cabang HarapanIndah, Bekasi, which are 108 respondents. The amount of the sample is determined by thecensus method of the entire employee. However the sample that has been applied into 85respondents significantly decreased into 85people.The results have shown that the time demands of work do not significantly influenceturnover intention. Furthermore the time demands of work have no significant effect on jobsatisfaction. Employee satisfaction negatively affect on turnover intention. Job satisfactionis not successfully mediating the relationship between the time demands of work andturnover intention. Time demands of work have positive influence on job stress. Job stresshas positive effect on turnover intention. Job stress has been successfully mediating therelationship between the time demands of work and turnover intention. Job stressnegatively affect with job satisfaction. Job satisfaction also has been successfullymediating the relationship between job stress and turnover intention.

scholarly journals Work Environment, Spiritual, and Motivational Factors Affecting Job Satisfaction among Hospital Nurses: A Systematic Review

Jurnal NERS ◽  
2020 ◽  
Vol 14 (3) ◽  
pp. 227
Author(s):  
Ida Yanriatuti ◽  
Tan Nina Fibriola ◽  
Kornelis Nama Beni ◽  
Fitriyanti Patarru'
Keyword(s):  
Systematic Review ◽  
Job Satisfaction ◽  
Work Environment ◽  
Care Service ◽  
Health Care Service ◽  
Nurse Retention ◽  
Hospital Nurses ◽  
Factors Affecting ◽  
The Relationship

Introduction: Patient services at the hospital cannot be separated from the role of the nurse. Therefore, nurses must work professionally to provide better nursing care. There are several factors that can affect the performance of the nurses, one of which is job satisfaction. The purpose of a systematic review is to understand the factors that influence the job satisfaction of nurses in hospitals.Methods: For a systematic review, the search was focused on the PubMed, Science Direct and Scopus database literature with the keywords ‘job satisfaction’ and ‘nurses’. The search identified 15 relevant research articles from the 10,530 original articles that were full texts published between 2015 and 2018.Results: The results showed that the job satisfaction of the nurses was influenced by their leadership, work environment, career path, the relationship with their co-workers, salary, the relationship between the organizations, appreciation, communication, opportunity, organizational commitment, work schedule, work stress, empowerment and work rotation. The results also indicated that high job satisfaction leads to lowering nurse retention and burnout, in addition to an improved quality of patient care.Conclusion: The nurse’s job satisfaction needs to get serious attention from hospital management because it plays an important role in improving the health care service quality in the hospital.

scholarly journals PERAN STRES KERJA DAN KEPUASAN KERJA KARYAWAN DALAM PENGELOLAAN TINGKAT TURNOVER INTENTION PADA KARYAWAN PUSKESMAS JASINGA, BOGOR

2018 ◽  
Vol 18 (2) ◽  
pp. 165
Author(s):  
Arif Partono Prasetio ◽  
Erni Martini ◽  
Resya Partono Mawaranti
Keyword(s):  
Job Satisfaction ◽  
Health Service ◽  
Stress Level ◽  
Significant Influence ◽  
Mediation Analysis ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Turnover Rate ◽  
Intention To Quit ◽  
The Relationship

Employees who worked in health service experienced various pressures when doing their job. This is because they have to deal with various problems (diseases and treatments). Such condition could affect and even reduce their job satisfaction and in the end also affect their intention to quit. This study analyzed the effect of stress and job satisfaction on employee turnover rate at Puskesmas Jasinga, Bogor. The number of participants in this study was 108 employees. Explanatory methods and mediation analysis are used to explain the relationship and influence between variables. The results showed that employee’s stress level did not have significant influence on job satisfaction, but stress significantly affected employees' intention to quit. Furthermore, no significant effect of job satisfaction on the desire to resign to employees. The differences in the results of this study with previous studies will be discussed more in depth. Keywords—Works Stress; Job Satisfaction; Turnover Intention. Abstrak Karyawan di bidang kesehatan khususnya puskesmas mengalami berbagai tekanan dalam menjalankan pekerjaannya. Hal ini dikarenakan masalah (penyakit dan perawatan) yang dihadapi relatif beragam. Kondisi tersebut diduga dapat mengurangi kepuasan kerja dan pada akhirnya bisa berakibat pada meningkatnya niat untuk mengundurkan diri. Penelitian ini menganalisis pengaruh stres dan kepuasan kerja terhadap tingkat turnover karyawan di Puskesmas Jasinga, Bogor. Jumlah responden yang berpartisipasi dalam penelitian ini adalah 108 orang. Metode eksplanatori dan analisis mediasi digunakan untuk menjelaskan hubungan dan pengaruh antar variabel. Hasil penelitian memperlihatkan bahwa tingkat stres karyawan tidak memiliki pengaruh signifikan terhadap kepuasan kerja, akan tetapi stres secara signifikan positif mempengaruhi niat karyawan untuk mengundurkan diri. Selanjutnya, tidak ditemukan pengaruh signifikan dari kepuasan kerja terhadap keinginan untuk mengundurkan diri pada karyawan. Kata kunci—Stres Kerja; Kepuasan Kerja; Turnover Intention.

scholarly journals Factors affecting talent management in Vietnam

2021 ◽  
Vol 8 (10) ◽  
pp. 1-6
Author(s):  
Ho et al. ◽  
Keyword(s):  
Literature Review ◽  
Work Environment ◽  
Corporate Culture ◽  
Latent Variables ◽  
Theoretical Basis ◽  
Talent Management ◽  
Factors Affecting ◽  
Talent Strategy ◽  
The Impact ◽  
The Relationship

The purpose of this research is to evaluate factors affecting talent management in Vietnam. Through building the theoretical basis and literature review, the author chooses 4 typical factors: Talent strategy; Motivation to work; Work environment; Corporate culture to assess the impact on talent management. The strength of that research is to use the SPSS model in conjunction with AMOS, and at the same time carry out surveys on the largest scales of Vietnam to accurately assess the model compared to other research. The study used survey data of 570 samples, collected from 27 enterprises with the largest scale in Vietnam. Research results show that there is a difference between the influences of selected factors on talent management in Vietnam. From the results of this study, a system of scales to evaluate talent for the business was re-tested, and at the same time showed the relationship between latent variables in the model as well as between latent variables and variables observe. Since then, the author gives recommendations to improve the efficiency of talent management in Vietnam. These recommendations include awareness of talent management, appropriate remuneration, strategies, recognition and support for talent at work, satisfaction, confidence in the leadership.

scholarly journals Supervision and Work Environment on Nurses' Job Satisfaction through Job Promotion in Inpatient Rooms of Mother and Child Hospital RSKD

2021 ◽  
Author(s):  
M Chairul Basrun Umanailo
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
Significant Influence ◽  
Work Satisfaction ◽  
Considerable Effect ◽  
Work Climate ◽  
Mother And Child ◽  
Job Promotion ◽  
Child Hospital ◽  
The Impact

This study aimed to establish the impact of supervision and the work climate on the job satisfaction of nurses by supporting roles in the hospital room of the Mother and Child Hospital of the Motherland. This style of study is retrospective with a survey procedure and a cross-section approach. The study instrument used a questionnaire to 100 nurses in the inpatient room of RSKD Ibu and Anak Pertiwi on supervision, work climate, career promotion, and job satisfaction. Study data has been analyzed using route analysis. The findings of the research showed that the significant impact of supervision (X1) was 0.097>0.05, indicating that Ha was not effectively adopted, there was no significant influence (constant value 0.870) of management (X1) on promotion (Y). The work environment (X2) of 0.098> 0.05 implies that Ha is not effectively approved. There is no significant impact (constant value of 1,000) of the work environment (X2) on promotion (Y). The considerable weight of Supervision (X1) of 0.000 <0.05 implies that Ha is successfully recognized, there is a significant impact (constant value of 0.415) of Supervision (X1) on work satisfaction (Z). The work environment (X2) of 0.024 <0.05 implies that Ha has been effectively recognized. There is a significant impact (constant value of 0.089) on the work environment (X2) on job satisfaction (Z). The considerable effect of the progression (Y) of 0.000 <0.05 implies that Ha has been effectively approved. There is a significant influence (constant value of 0.855) of the advertisement (Y) on work satisfaction (Z). The impact of supervision (X1) on the work satisfaction (Z) of nurses by advancement (Y) is 0.053> 0.05, which indicates that the indirect effect of job promotion is not entirely significant. The impact of the work environment (X2) on the job satisfaction (Z) of nurses by the upgrade (Y) is 0.054> 0.05, which indicates that the indirect influence by job promotion is not entirely essential.

scholarly journals Work Satisfaction and Affective Commitment Among State Prison Officers

2021 ◽  
Vol 17 (13) ◽  
Author(s):  
Nasina Mat Desa ◽  
Muhammad Hasmi Abu Hassan Asaari ◽  
Mohd. Hafez Al-Assad Senafi
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
Reliability Analysis ◽  
Affective Commitment ◽  
Response Rate ◽  
Research Framework ◽  
State Prison ◽  
New Research ◽  
The Impact ◽  
The Relationship

Job satisfaction and affective commitment have been discussed by the scholar in the field. Moreover, the issues about job satisfaction, namely the job environment, salary, colleagues, promotion, and supervision were also an issue among state prison officers about their affective commitment. Thus, the paper's objectives are to explore the relationship and understand the impact of the job satisfaction components toward affective commitment. Selfadministered questionnaires are distributed among 300 state prison officers. A total of 205 usable questionnaires are collected with a response rate of 68.3%. Reliability analysis is conducted before the analysis of the relationship and impact between variables. Furthermore, a new research framework is discovered. The study discovered the work environment, salary, and supervision as components of job satisfaction have an impact on state prison officers' affective commitment. Unfortunately, state prison officers state that colleagues of job satisfaction have no significant impact on their affective commitment.

THE RELATIONSHIP BETWEEN CAREER DEVELOPMENT, COMPENSATION, JOB SECURITY, WORK ENVIRONMENT AND EMPLOYEE LOYALTY

2020 ◽  
Vol 9 (1) ◽  
Author(s):  
Muhammad Faizal Samat ◽  
Muhammad Najmuddin Hamid ◽  
Muhammad Ameer Shafiq Awang@Ali ◽  
Wan Muhammad Iqmal Fazri Wan Juahari ◽  
Khairul Asraf Ghazali ◽  
...  
Keyword(s):  
Career Development ◽  
Work Environment ◽  
Turnover Rate ◽  
Sampling Technique ◽  
Job Security ◽  
Future Research ◽  
Kuala Lumpur ◽  
Employee Loyalty ◽  
Convenience Sampling ◽  
The Relationship

Malaysia has recorded the second highest involuntary turnover rate at 6% and third highest voluntary rate at 6.5% in South East Asia. Employee loyalty becomes critical towards employer. Thus, the purpose of this study was to examine the relationship between career development, compensation, job security, work environment and employee loyalty. In conducting this study, convenience sampling technique has been employed and respondents have been chosen in the area of Kuala Lumpur. Hypothesis were tested using regression analysis by using Smart-PLS. Based on the result, career development, compensation and job security were found to be significant with employee loyalty. However, work environment was found to be not significant with employee loyalty. It is suggested for future research to explore other variables in order to find the factors contributed in employee loyalty. Keywords: Career Development, Compensation, Job Security, Work Environment, Employee Loyalty

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