Psychological Contracts, Job Stress, and Turnover Intention for Salesperson Retail Company

Employees are social beings who have their own backgrounds, personalities and ways of thinking. Employees also often have different ways of dealing with problems, including in terms of handling stress so that the company cannot predict the employee's attitude. Poor relations between employees and the company can also be an indication of the behavior of employees who move from one company to another. The purpose of this study was to determine the relationship between psychological contracts and work stress with turnover intention. The sample of this study was 274 employees of the sales department of retail companies in Purwokerto. Data were collected using a psychological contract scale, job stress scale, and turnover intention questionnaire. The results showed that there was a significant relationship between psychological contracts with turnover intention (β = -0.276, t = 3.562, p = 0.000). The relationship between job stress and turnover intention also showed a significant relationship (β = 0.213, t = 3.778, p = 0.000).

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Job satisfaction, psychological contracts, and turnover intention

International Journal of Research in Business and Social Science (2147-4478) ◽

10.20525/ijrbs.v8i6.319 ◽

2019 ◽

Vol 8 (6) ◽

pp. 96-104

Author(s):

Retno Dwiyanti ◽

Hazalizah Binti Hamzah ◽

Nurul Binti Abas

Keyword(s):

Social Support ◽

Job Satisfaction ◽

Psychological Contract ◽

Turnover Intention ◽

Psychological Contracts ◽

Satisfaction Scale ◽

Classic Problem ◽

Sales Employees ◽

Retail Company ◽

The Relationship

Employee turnover is a classic problem that is often faced by entrepreneurs. The behavior of employees who move from one company to another can be an indication of employee dissatisfaction with the company and the lack of good relations between employees and the company. Social support can increase the likelihood that employees will be tied to work as social support can help individuals overcome work problems. The sample of this research was 274 retail company sales employees in Purwokerto. Data were collected using the work satisfaction scale, psychological contract scale, and turnover intention questionnaire. The results showed that there was no effect on job satisfaction and Psychological contracts on Turnover Intention by using social support as a mediating variable, VAF was less than 20%. While the relationship between psychological contracts and turnover intention is significant.

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HUBUNGAN RESILIENSI DENGAN STRES KERJA PADA KARYAWAN PERUSAHAAN TELEKOMUNIKASI DI KOTA MAKASSAR

Jurnal Ecopsy ◽

10.20527/ecopsy.v2i2.546 ◽

2016 ◽

Vol 2 (2) ◽

Author(s):

Rusdi Rusli

Keyword(s):

Job Stress ◽

Work Stress ◽

Negative Correlation ◽

Regional Division ◽

Stress Scale ◽

High Category ◽

Resilience Scale ◽

Study Population ◽

The Relationship

Penelitian ini bertujuan untuk mengetahui hubungan antara resiliensi dengan stres kerja karyawan Divisi Access PT. Telkom Divisi Regional VII Makassar. Subjek dalam penelitian ini sebanyak 67 orang dengan menggunakan penelitian populasi. Instrumen yang digunakan adalah skala resiliensi dan skala stres kerja. Data penelitian ini dianalisis dengan menggunakan korelasi Product Moment melalui program SPSS 16.00 for windows. Reliabilitas yang diperoleh untuk skala resiliensi sebesar 0,914, sedangkan untuk skala stres kerja sebesar 0,897. Hasil penelitian ini menunjukkan bahwa: 1) Terdapat hubungan negatif antara resiliensi dengan stres kerja karyawan Divisi Access PT. Telkom Divre VII Makassar; 2) Tingkat resiliensi pada karyawan Divisi Access PT. Telkom Divre VII Makassar termasuk dalam kategori tinggi; 3) Stres kerja pada karyawan Divisi Access PT. Telkom Divre VII Makassar termasuk dalam kategori rendah. Kata kunci : resiliensi, stres kerja This study aims to determine the relationship between employees resilience with work stress in Access Division PT . Telkom Regional Division VII Makassar . Subjects in this study were 67 people using the study population . The instrument used is the resilience scale and the scale of job stress . Data were analyzed by using Pearson Product Moment by SPSS 16.00 for windows. Reliability obtained for resilience scale of 0.914 , while for the job stress scale of 0.897 . The results showed that : 1 ) There is a negative correlation between employees' resilience to stress Access Division PT . Telkom Regional Division VII Makassar ; 2 ) The level of resilience employees Access Division PT . Telkom Regional Division VII Makassar included in the high category ; 3 ) Job stress on employees Access Division PT. Telkom Regional Division VII Makassar included in the low category. Keywords: resilience, work stress

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APAKAH TUNTUTAN PEKERJAAN DAN STRES KERJA PENENTU TURNOVER INTENTION AUDITOR PADA BEBERAPA KAP DI JAKARTA

Jurnal Manajemen ◽

10.25170/jm.v16i1.789 ◽

2019 ◽

Vol 16 (1) ◽

pp. 20-41

Author(s):

Danira Reggie Pattinasarany

Keyword(s):

Job Satisfaction ◽

Job Stress ◽

Work Stress ◽

Turnover Intention ◽

Job Demands ◽

Intention To Leave ◽

Single Step ◽

Accounting Firms ◽

High Level ◽

The Relationship

This study aims to analyze the effect of job demands, job satisfaction, and job stress on intention to leave work (turnover intention). This study also intends to study the role of job satisfaction and job stress variables in mediating the relationship between job demands and turnover intention. Respondents of this study consist of 50 senior- and junior auditors who are working at the Public Accounting Firms (KAP) and have a maximum of 5-year working experience. The data was solicited through a research questionnaire written in Google forms, where link to the questionnaire was distributed to the respondents by email and WhatsApp. Path analysis is used in analyzing the data following the single-step multiple-mediator model which was introduced by Preacher & Hayes, while data processing is performed using SPSS 21. The results found a significant positive effect of job demands on turnover intention mediated by work stress. Nevertheless, as job demands did not directly affect turnover intention, the relationship between the two occurred only through work stress. These findings indicate that the high job demands faced by auditors working at the KAP will increase work stress. Furthermore, the high level of work stress will increase their desire to leave work (or to increase turnover intention).

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Impact of Job Stress on Job Performance and Turnover Intention Among Employees in Hospitality Industry in Ghana

International Journal of Applied Research in Business and Management ◽

10.51137/ijarbm.2021.2.2.4 ◽

2021 ◽

Vol 2 (2) ◽

pp. 39-63

Author(s):

Kwame Assare Duffour ◽

Patrick Kweku Gbolonyo ◽

Ting Chen

Keyword(s):

Job Performance ◽

Job Stress ◽

Work Stress ◽

Stress Reduction ◽

Significant Relationship ◽

Turnover Intention ◽

Hospitality Industry ◽

Negative Relationship ◽

Workplace Incivility ◽

Work Place

Work stress and uncivil behaviors have their side effects socially, physically, and mentally on employees and thus hinders the performance and growth of the individual and the organization as a whole. Nevertheless, over the past years, there have been numerous theoretical and practical studies devoted to stress reduction and how it affects job performance and turnover intention. The present study ob-jective is to examine the influence of job stress on employee job per-formance and turnover intention in the Ghanaian hospitality industry. We tested the research hypothesis using a total of 367 working adults and completed the questionnaire on the level of job stress impact on workplace incivility, job performance, and turnover intention. Results indicated that emotional exhaustion (EE) was found to have a positive significant relationship to job performance (JP). Job Stress (JS) was found to have a significant negative relationship to job performance but a positive relationship to turnover intention and workplace incivility. Al-so, the relationship between workplace incivility (WI) and Turnover In-tention (TI) has shown to be positive and significant whiles workplace incivility did not have any significant relationship with job performance. Managers should set informal standards for ideal workplace behaviors and encourage employees to choose ways to cope with work stress to improve job performance. This study provides novel insights for job stress and developing effective employee strategies in curtailing work-place incivility and turnover intention.

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Peran Stres Kerja Terhadap Niat Berhenti Bekerja di Moderasi Oleh Tekanan Psikologis Akibat Covid-19

Psikostudia : Jurnal Psikologi ◽

10.30872/psikostudia.v10i2.5928 ◽

2021 ◽

Vol 10 (2) ◽

pp. 184

Author(s):

Dhea Rizky Ardini ◽

Endang Parahyanti

Keyword(s):

Psychological Distress ◽

Pilot Study ◽

Work Stress ◽

Turnover Intention ◽

Process Model ◽

Sampling Technique ◽

Stress Scale ◽

Measuring Scale ◽

The Relationship

Berdasarkan studi terbaru, tekanan psikologis akibat covid-19 memiliki pengaruh terhadap niat untuk berhenti bekerja. Penelitian ini bertujuan untuk melihat peran tekanan psikologis akibat covid-19 terhadap stress kerja dan niat berhenti bekerja pada ibu bekerja. Studi kuantitatif dilaksanakan di masa pandemi covid-19 dengan menyebarkan kuesioner daring dengan teknik accidental sampling. Alat ukur yang digunakan telah melalui uji coba terlebih dahulu, yaitu Skala Niat Berhenti Bekerja (a= 0.82), Skala Stres Kerja (a= 0.79), dan Skala CORPD (a= 0.75). Hasil analisis statistik menggunakan Model 1 PROCESS Hayes menunjukkan efek interkasi antara stress kerja dan tekanan psikologis akibat covid-19 terhadap niat berhenti bekerja tidak signifikan b=0.11, t(203)= 0.75, p > 0.01, Cl95%[-0.18, 0.40]. Dengan demikian dapat dikatakan bahwa variabel tekanan psikologis akibat covid-19 tidak menunjukkan efek moderasi yang signifikan, sehingga tidak memperkuat hubungan antara stress kerja dengan keinginan berhenti bekerja.Based on a recent study, psychological stress due to COVID-19 has an influence on turnover intention. This study aims to look at the role of covid-19 psychological distress on work stress and turnover intention for working mothers. The quantitative study was carried out during the COVID-19 pandemic by distributing online questionnaires using the accidental sampling technique. The measuring scale used have been tested beforehand on a pilot study, consist of Turnover Intention Scale (a= 0.82), Work Stress Scale (a= 0.79), and the CORPD Scale (a= 0.75). The results of the analysis using the Hayes PROCESS Model 1 shows that the interaction effect between work stress and covid-19 psychological distress on turnover intention was not significant (b=0.11, t(203)= 0.75, p > 0.01, Cl95%[-0.18, 0.40]). Thus, this can be concluded that the covid-19 psychological distress does not show a significant moderating effect, so it does not strengthen the relationship between work stress and the turnover intention.

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HUBUNGAN STRES KERJA DENGAN PERFORMA KERJA DIMODERASI MOTIVASI BERPRESTASI PADA ANGGOTA POLRES BLITAR

PSIKOVIDYA ◽

10.37303/psikovidya.v25i1.156 ◽

2021 ◽

Vol 25 (1) ◽

pp. 18-24

Author(s):

Yuyus Aditya Pratama ◽

Iswinarti Iswinarti ◽

Rr. Siti Suminarti Fasikhah

Keyword(s):

Job Stress ◽

Achievement Motivation ◽

Work Stress ◽

Police Officers ◽

Quantitative Research ◽

Work Performance ◽

Stress Scale ◽

Individual Work ◽

The Individual ◽

The Relationship

Abstrak Performa kerja anggota Kepolisian menentukan baik dan buruknya kualitas pelayanan terhadap masyarakat. Dalam menjalankan tugas, anggota kepolisian perlu mengelola stres kerja sehingga dapat mencapai performa kerja yang diinginkan. Penelitian ini bertujuan untuk menganalisis hubungan stres kerja dengan performa kerja yang dimoderasi oleh motivasi berprestasi. Desain penelitian ini adalah penelitian kuantitatif korelasional. Penentuan subjek menggunakan accidental sampling. Subjek penelitian ini adalah anggota Polres Blitar yang berjumlah 341 orang dengan sampel 150 orang. Skala yang digunakan untuk mengukur stres adalah New Job Stress Scale, skala untuk mengukur performa kerja Individual Work Performance Questionare, dan dalam mengukur motivasi berprestasi menggunakan Teori Mcclelland dengan skala motivasi berprestasi. Analisa data yang digunakan dalam penelitian ini adalah analisis Hayes. Berdasarkan hasil analisis menunjukkan adanya hubungan positif dan signifikan antara stres kerja dengan performa kerja. Dari hasil analisis pada ketiga variabel diambil keputusan β = 0.616 dengan p = 0.00, menunjukkan motivasi berprestasi memoderasi hubungan stres kerja dengan performa kerja. Kata kunci: stres kerja, performa kerja, motivasi berprestasi Abstract The work performance of members of the Police determines the good and bad quality of service to the community. In carrying out their duties, police officers need to manage work stress so that they can achieve the desired work performance. This study aims to analyze the relationship between work stress and work performance which is moderated by achievement motivation. The design of this research is correlational quantitative research. Determination of the subject using accidental sampling. The subjects of this study were 341 Blitar police officers with a sample of 150 people. The scale used to measure stress is the New Job Stress Scale, a scale to measure the work performance of the Individual Work Performance Questionnaire, and in measuring achievement motivation using the Mcclelland Theory with achievement motivation scale. Analysis of the data used in this study is Hayes analysis. Based on the results of the analysis showed a positive and significant relationship between work stress and work performance. From the results of the analysis of the three variables, the decision β = 0.616 with p = 0.00 was made, achievement motivation moderates the relationship between work stress and work performance. Keywords: job stress, work performance, achievement motivation

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Persepsi Perilaku Caring oleh Perawat Berhubungan dengan Stres Kerja

Jurnal Keperawatan Silampari ◽

10.31539/jks.v4i1.1551 ◽

2020 ◽

Vol 4 (1) ◽

pp. 187-194

Author(s):

Roisul Umam

Keyword(s):

Job Stress ◽

Research Design ◽

Work Stress ◽

Significant Relationship ◽

Spearman Correlation ◽

Cross Sectional ◽

Caring Behavior ◽

Spearman Correlation Test ◽

R Value ◽

The Relationship

This study aims to analyze the relationship between nurses' job stress and perceptions of caring behavior. The method in this study used a correlation analytic research design with a cross-sectional approach. The analysis results using the Spearman correlation test obtained the calculated r-value of 0.876 and a significance value of Sig. (2-tailed) of 0.001 (<0.05). In conclusion, nurses' work stress has a significant relationship with the perception of caring behavior at RSI Sakinah Mojokerto. Keywords: Nurse, Perceptions of Caring Behavior, Stress

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THE RELATIONSHIP BETWEEN NURSES 'JOB STRESS AND STIGMA TENDENCY

IEDSR Association ◽

10.46872/pj.256 ◽

2021 ◽

Vol 6 (12) ◽

pp. 190-203

Author(s):

Feride TAŞKIN YILMAZ ◽

Ezgi YILDIZ ◽

Betül Esra ÇEVİK

Keyword(s):

Job Stress ◽

Work Stress ◽

Personal Information ◽

The Elderly ◽

University Hospital ◽

Average Score ◽

General Point ◽

High Tendency ◽

Stress Scale ◽

The Relationship

Nurses are among the occupational groups that experience the most intense work stress since they provide care to a stressful group that is sick or at risk of illness. Stigmatization is one of the factors that negatively affect the working life and the functioning of the environment. A high tendency to stigmatize can further increase work stress on employees. The study was conducted in a descriptive and relationship-seeking manner in order to determine the levels of nurses' job stress and tendency to stigmatize, and the relationship between job stress and stigma tendency. The study was carried out with 245 nurses working in a university hospital. The study data were obtained using the personal information form, the Work Stress Scale and the Stigmatization Scale. It was determined that the average score of the nurses' Work Stress Scale is 2.44 ± 0.54 and 75.9% of them have a stress level that creates a stimulus effect and increases success. It was found that the levels of nurses' psychological stigma tendency (49.11 ± 12.00) were below the average; It was found that 31.8% of them had high stigma tendency levels. It has been determined that the Stigmatization Scale of nurses gives the highest scores to the items "Employees with more seniority like to establish authority over young people", "I do not meet with a person whose lifestyle does not suit me outside of work" and "The efficiency of the elderly personnel in the work environment is very low". When the relationship between the nurses' Job Stress Scale and the Stigmatization Tendency Scale general point average is examined; It was determined that there is a weakly significant positive correlation (r = 0.276; p <0.01). In addition, it was found that the job stress levels of nurses with a high stigma tendency were statistically significantly higher (p <0.01). It is recommended to provide training and information on the stigma tendency and coping with work stress with in-service trainings.

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Mediasi Kepuasan Kerja dan Stres Kerja pada Hubungan antara Program Jamsostek dan Kinerja Karyawan Studi Kasus pada Perusahaan Swasta di DIY dan Solo

Jurnal Maksipreneur Manajemen Koperasi dan Entrepreneurship ◽

10.30588/jmp.v3i1.89 ◽

2013 ◽

Vol 3 (1) ◽

pp. 75

Author(s):

Eny Sulistyowati ◽

Totok Danangdjojo

Keyword(s):

Job Satisfaction ◽

Social Security ◽

Job Stress ◽

Work Stress ◽

Program Performance ◽

Social Security Program ◽

Mediating Role ◽

The Social ◽

The Relationship

This study aims to explain the influence of the Social Security program on performance and job satisfaction and job stress as a mediating variable. In addition, this study also describes the effect of job satisfaction on the performance and the effect of work stress on performance. The relationship of each variable in this research is to be measured by conducting a survey on 145 employees of private companies that included in Social Security program on DIY and Solo. Then the path analisys used to test the effect of social security program performance in mediation by job satisfaction, performance and job stress, job satisfaction, and examines the effect on the performance and the effect of work stress on performance. The results showed that the social security program significant positively affects job satisfaction and performance. Job satisfaction was also positively and significantly affect performance. Even though mediating role of job satisfaction in the relationship between social security program performance partial. Because merely direct relationship between social security program with greater performance than the mediating role of job satisfaction. Social Security program did not significantly affect the stress of work, as well as job stress did not significantly affect performance. Therefore, the mediating role of work stress on the relationship between social security program with the performance did not occur. Individual differences and work experience may be a factor that causes no significant relationship between the two variables.

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