Turnover Intentions? Symptoms on Job Satisfaction and Job Insecurity in The Face of a Pandemic

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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The Impact of Transformational Leadership on Job Satisfaction and Employee Turnover Intentions: A Conceptual Review

SHS Web of Conferences ◽

10.1051/shsconf/202112408005 ◽

2021 ◽

Vol 124 ◽

pp. 08005

Author(s):

Evelyn Gan ◽

Mung Ling Voon

Keyword(s):

Job Satisfaction ◽

Transformational Leadership ◽

Leadership Style ◽

Turnover Intention ◽

Employee Turnover ◽

Turnover Intentions ◽

Working Environment ◽

Future Research ◽

Employee Turnover Intention ◽

The Impact

All employees deserve a decent working environment in order to be productive in their work. High employee turnover has adverse effects on economic growth as companies incur additional costs and experience drop in productivity. Hence, identifying the factors that reduce employee turnover intention is in line with Sustainable Development Goals. This review paper aims to improve our understanding of the relationship between transformational leadership style and job satisfaction, and examines their impact on reducing employee turnover intention. The literature review has proved that transformational leadership and job satisfaction greatly influence an employee’s decision to leave or stay with his or her organisation. Based on the literature, this paper also provides recommendations for future research areas that would provide valuable information in helping organisations reduce employee turnover intention, and ultimately employee turnover.

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MODEL KOMITMEN KARYAWAN BERBASIS JOB INSECURITY DAN KEPUASAN KERJA TERHADAP KEINGINAN BERPINDAH KERJA KARYAWAN BAGIAN PRODUKSI PADA PG. KA. TRANGKIL PATI

Jurnal Ekonomi dan Bisnis ◽

10.30659/ekobis.18.1.1-11 ◽

2017 ◽

Vol 18 (1) ◽

pp. 1

Author(s):

Ahmad Thoifurrohim

Keyword(s):

Job Satisfaction ◽

Turnover Intentions ◽

Job Insecurity ◽

Employee Commitment ◽

Positive Influence ◽

Job Turnover ◽

Negative Effects ◽

Negative Effect ◽

Permanent Employees ◽

High Level

Substitution employees have positive and negative effects. However, most of the turnover brought unfavorable influence on the organization, namely the high level of turnover. The research aims to analyze the effects of job insecurity and job satisfaction of the desire to move production employees working with the commitment of employees as variable intervening. The population in this study is devoted only to permanent employees of the production of sugar factory. Kebon Agung Trangkil Pati. Referring to the formula Slovin and using purposive sampling techniques, the obtained sample size was 66 respondents. The results showed that job insecurity proved to be a significant negative effect on employee commitment, while job satisfaction has positive influence on employee commitment. Job insecurity is proven to have a positive and significant effect on turnover intentions work. Job satisfaction has a negative and significant impact on job turnover intentions. The results of the research commitment of employees are not able to become an intervening variable between job insecurity on job turnover intentions. Employee commitment to become intervening variable between job satisfaction and turnover intentions to work. The explanation can be interpreted that the higher the level of employee satisfaction, the more it will add to the high commitment of the employees to do something to support the company's success that it will reduce employees' desire to move work. Keywords: Job insecurity, job satisfaction, employee commitment and job turnover intentions.

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Pengaruh Job Insecurity, Terhadap Keinginan Berpindah Kerja Dengan Kepuasan Kerja Dan Komitmen Organisasional Sebagai Variabel Intervening

Jurnal ULTIMA Accounting ◽

10.31937/akuntansi.v3i1.43 ◽

2011 ◽

Vol 3 (1) ◽

pp. 66-85

Author(s):

Gabriela Meta Paramastri Kuding ◽

Ratnawati Kurnia

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Turnover Intention ◽

Sampling Method ◽

Turnover Intentions ◽

Job Insecurity ◽

Job Turnover ◽

Television Industry ◽

Validity Testing ◽

Convenience Sampling

This study aims to obtain empirical evidence about the effect of job insecurity toward job turnover intentions with job satisfaction and organizational commitment as intervening variable The samples in this study are employees who worked at the television industry in Jakarta. Sampling method used was convenience sampling. Tests used in this study are validity testing, reliability testing, the classic assumption testing, simple regression and path analysis testing. Results of the first hypothesis toward showed that there was significant influence of job insecurity towards job turnover intentions. Result of this study showed that organizational commitment and job satisfaction were not intervening variable in the relations between job insecurity and job turnover intention. Keyword: job insecurity, organizational commitment, job satisfaction, turnover intentions of the employees

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Effect of Job-Insecurity, Organizational Commitment, Job Satisfaction on Turnover Intention: A Case Study of Newcomer Lecturers at Private Islamic Universities in East Java Province, Indonesia

Jurnal Ilmiah Peuradeun ◽

10.26811/peuradeun.v6i2.284 ◽

2018 ◽

Vol 6 (2) ◽

pp. 199

Author(s):

Asep Saifuddin Chalim

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Turnover Intention ◽

Structural Equation ◽

Job Insecurity ◽

Partial Least Square ◽

Least Square ◽

Path Model ◽

Equation Modeling ◽

Pls Analysis

This study discussed employee turnover as one of the crucial problems faced by every organization. This study sought to analyze the determinants of turnover intention, such as job insecurity, organizational commitment, and job satisfaction. The objects of this study were newcomer lecturers of private Islamic universities in East Java Province, Indonesia. To analyze the relationship among independent variables and dependent variable; this study employed a correlation path model. To build the structural formulation of the correlation path model, this study used the variance-based Structural Equation Modeling (SEM) as a Partial Least Square (PLS) analysis. The study found that job insecurity influenced job satisfaction and organizational commitment. Moreover, job satisfaction and organizational commitment had positive impacts on the turnover intention. In contrast, job insecurity did not have a direct significant impact on the turnover intention, but it had indirect effect that influences job satisfaction and organizational commitment.

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ANTECEDENTS AND CONSEQUENCES OF ORGANIZATIONAL JUSTICE

Management Insight - The Journal of Incisive Analysers ◽

10.21844/mijia.v12i02.6974 ◽

2016 ◽

Vol 12 (02) ◽

Cited By ~ 1

Author(s):

Reeta Yadav

Keyword(s):

Job Satisfaction ◽

Organizational Justice ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Turnover Intentions ◽

Research Work ◽

Citizenship Behavior ◽

Future Research ◽

Antecedents And Consequences ◽

And Performance

Employee’s perception regarding fairness in the organization is termed as organizational justice. The objective of this paper is to study the antecedents and consequences of organizational justice on the basis of earlier relevant studies from the period ranging from 1964 to 2015. Previous research identified employee participation, communication, justice climate as the antecedents and trust, job satisfaction, commitment, turnover intentions, organizational citizenship behavior and performance as the consequences of organizational justice. Finding reveals the gaps existing in the literature and gives suggestions for future research work.

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Retail blues in black and white: an emerging market context

International Journal of Retail & Distribution Management ◽

10.1108/ijrdm-02-2017-0026 ◽

2018 ◽

Vol 46 (11/12) ◽

pp. 1002-1025

Author(s):

Pallavi Pandey ◽

Saumya Singh ◽

Pramod Pathak

Keyword(s):

Turnover Intention ◽

Turnover Intentions ◽

Emerging Market ◽

Culture Shock ◽

Retail Industry ◽

Future Research ◽

Retail Sector ◽

Theory Approach ◽

Content Type ◽

Front End

Purpose Research investigating turnover intention among frontline employees in the Indian retail industry is scarce. The purpose of this paper is to explore factors affecting withdrawal cognitions among front-end retail employees in India. Design/methodology/approach Semi-structured interviews were conducted to explore the factors responsible for developing turnover intentions among the front-end employees. Data were analyzed using the ground theory approach. Findings Qualitative investigation revealed nine factors (abusive supervision, favoritism, perceived job image, insufficient pay, work exhaustion, perceived unethical climate, organization culture shock, staff shortage and job dissatisfaction) are responsible for developing turnover intention among front-end employees in the Indian retail industry. Originality/value The study uncovers antecedents of turnover intention among front-end employees in the relatively neglected Indian retail sector through a qualitative technique. Theoretical contributions, managerial implications, limitations and direction for future research are discussed.

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Job insecurity and turnover intention: Organizational commitment as mediator

Social Behavior and Personality An International Journal ◽

10.2224/sbp.5865 ◽

2017 ◽

Vol 45 (4) ◽

pp. 529-536 ◽

Cited By ~ 9

Author(s):

Sang Hyun Lee ◽

Dae Yong Jeong

Keyword(s):

Organizational Commitment ◽

Social Exchange ◽

Turnover Intention ◽

Structural Equation ◽

Social Exchange Theory ◽

Job Insecurity ◽

Mediating Effect ◽

Equation Modeling ◽

Future Research ◽

The Relationship

Drawing from social exchange theory, we investigated the relationship between job insecurity and turnover intention, and the mediating effect of organizational commitment on this relationship. Structural equation modeling was employed to investigate the hypotheses using data from 459 employees in various firms in South Korea. Our findings confirmed that job insecurity was positively related to turnover intention, and that organizational commitment mediated the relationship between job insecurity and turnover intention. Implications of our findings for the job insecurity literature are discussed in the Korean context, and directions for future research are given.

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The Impact Of Emotional Intelligence On Job Outcomes And Its Impact To Turnover Intention

JOURNAL OF RESEARCH IN MANAGEMENT ◽

10.32424/jorim.v2i3.73 ◽

2019 ◽

Vol 2 (3) ◽

Author(s):

WIDYATAMA LUKMAN NUR HAKIM ◽

ADE IRMA ANGGRAENI

Keyword(s):

Job Satisfaction ◽

Emotional Intelligence ◽

Organizational Commitment ◽

Human Resource ◽

Turnover Intention ◽

Future Research ◽

Job Outcomes ◽

Step Method ◽

Additional Reference ◽

The Impact

This research is a human resource analysis study, especially studies on employees of Warung SS Purwokerto. The purpose of this study is to analyze the impact of Emotional Intelligence on Job Outcomes and its impact to Turnover Intention on Warung SS Purwokerto. The samples in this study were 86 people who had been selected using purposive sampling. This study uses the analysis method of Simple Regression Analysis and Causal Step Method. Hypotheses indicate that emotional intelligence directly affects job satisfaction, organizational commitment and Turnover Intention, then job satisfaction and organizational commitment affects Turnover Intention, next job satisfaction and organizational commitment affect the effect of emotional intelligence on Turnover Intention. The implications of this study indicate that Turnover Intention affected by emotional intelligence, job satisfaction and organizational commitment. This finding will contribute to future research as an additional reference regarding the development of discussions and studies on human resource management.

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The relationships between emotional labor and job-related variables

The Korean Journal of Industrial and Organizational Psychology ◽

10.24230/kjiop.v27i4.683-717 ◽

2014 ◽

Vol 27 (4) ◽

pp. 683-717

Author(s):

MoonSook Kim ◽

YeSil Kim ◽

Soonmook Lee

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Emotional Exhaustion ◽

Emotional Labor ◽

Turnover Intention ◽

Analytic Study ◽

Future Research ◽

Surface Acting ◽

Deep Acting ◽

Criterion Variables

The purpose of this study is to meta-analyze the relationships between the emotional labor and job-related variables such as burnout, turnover intention, job satisfaction, and organizational commitment among Korean emotional workers. In total, there were 11835 employees from 43 studies that were meta-analysed in the present study using Hunter and Schmidt(2004)’s and Borenstein et al.(2009)’s procedures. It was revealed that emotional labors, depending on whether they were surface acting or deep acting, have different relationships with criterion variables. That is, the surface acting was positively related with emotional exhaustion, depersonalization, and turnover intention. In contrast, the deep acting was negatively related with emotional depersonalization and positively related with organizational commitment. It was revealed that professionality of service was a thoretical moderator and source of papers was a methodological moderator. Comparing with a meta-analytic study in Western literature, it was shown that deep acting strategy would bring desirable results to organizations in terms of the relationships between emotional labors and criterion variables such as burnout, job satisfaction, and organizational commitment. Lastly, implications and limitations of the study, and directions for future research were discussed.

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TO EXAMINE LEADER-MEMBER EXCHANGE AS MODERATING VARIABLE ON THE INFLUENCE OF EMPLOYEE PSYCHOLOGICAL UNCERTAINTY TOWARD EMPLOYEES’ JOB SATISFACTION AND TURNOVER INTENTION

Journal of Leadership in Organizations ◽

10.22146/jlo.43770 ◽

2019 ◽

Vol 1 (1) ◽

Author(s):

Muhammad Zakiy

Keyword(s):

Job Satisfaction ◽

Organizational Change ◽

Turnover Intention ◽

Negative Influence ◽

Positive Influence ◽

Leader Member Exchange ◽

Member Exchange ◽

Relationship Of ◽

The Impact

The studies revealed that organizational change could create employee’s psychological uncertainty. However, this study argues that the quality of leader-member exchange enables to control the impact of the psychological uncertainty during the change toward employee’s attitude. This study represents job satisfaction and turnover intention as proxy of employee’s attitude for that matter. Based on social exchange theory, quality relationship of leader and employees affects on the relationship of psychological uncertainty and employee’s job satisfaction and turnover intention. This study selected private hospitals experiencing the changes of operational system for complying with national health security system. This study conducted cross-section survey for individual level-analysis. This study produces some findings. Firstly, the LMX has been failed to reduce the negative influence of psychological uncertainty towards employee’s job satisfaction, although the quality of the LMX was good. employee’s job satisfaction is more perceived as personal afective state experienced during the organizational change. Secondly, the LMX has been successfully moderated the positive influence of the psychological uncertainty towards employee’s turnover intention.The data were collected by using questioners, distributed to the employees who worked in hospitals in Yogyakarta Province. There were 193 questioners that could be collected and analyzed by using Moderated Regression Analysis (MRA) to test the hypothesis by using SPSS application version 21. The result of the study shows that psychological uncertainty had negative correlation to employee’s job satisfaction and positive influence to psychological uncertainty toward turnover intention. Besides, LMX was proven to moderate positive influence of psychological uncertainty toward turnover intention, but it could not moderate negative influence of psychological uncertainty toward job satisfaction.

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