The influence of compensation and job stress on turnover intention through mediation of job satisfaction

This study aims to analyze the role of compensation and job stress on turnover intention through job satisfaction as a mediating variable. The population of this study was 106 employees who have worked for more than one year. It uses a saturation sampling method to collect the data. Hypothesis testing used in this research is path analysis. The expected result from this research is an analysis of the influence of compensation and job stress on turnover intention through job satisfaction as a mediating variable. The results of this study indicate that compensation has a negative and significant effect on turnover intention. Meanwhile, job stress is proven to have a positive and significant effect on turnover intention. This study also shows that job satisfaction is able to provide a significant mediating role.

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The mediating role of job stress on the relationship between job satisfaction facets and turnover intention of the construction professionals

Engineering Construction & Architectural Management ◽

10.1108/ecam-12-2020-1048 ◽

2021 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Tharindu C. Dodanwala ◽

Djoen San Santoso

Keyword(s):

Job Satisfaction ◽

Sri Lanka ◽

Job Stress ◽

Turnover Intention ◽

Job Security ◽

Content Type ◽

Mediating Role ◽

Stress Levels ◽

The Relationship

PurposeThe present study examines the mediating role of job stress on the relationship between job satisfaction facets and turnover intention of the construction project professionals in Sri Lanka.Design/methodology/approachData were gathered from a cross-sectional survey of 274 project-level employees of 10 construction organizations in Sri Lanka. A path analytical model is developed to assess the research hypotheses.FindingsResults support the mediation model of job stress, in which satisfaction with supervision and job security directly contributed to a reduction in stress levels, which in turn lessened the turnover intention. Full mediation is observed from supervision, and partial mediation is observed from job security. Satisfaction with pay and co-workers directly predicted a decline in turnover intention. Contrary to the authors’ expectations, the authors could not find any significant effect from promotion to job stress and promotion to turnover intention. The results further illustrated that demographic variables, i.e. gender, age and organization tenure play a role in determining employees’ stress levels.Originality/valueIn identifying how job satisfaction facets, job stress and turnover intention are linked together, the present study added the mediating role of job stress to the previous empirical research on the relationship between job satisfaction facets and turnover intention.

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PERAN KEPUASAN KERJA DALAM MEMEDIASI PENGARUH STRES KERJA DAN MOTIVASI KERJA TERHADAP TURNOVER INTENTION

E-Jurnal Manajemen Universitas Udayana ◽

10.24843/ejmunud.2019.v08.i07.p02 ◽

2019 ◽

Vol 8 (7) ◽

pp. 4045

Author(s):

Dewa Made Bayu Adi Putra ◽

Ni Wayan Mujiati

Keyword(s):

Job Satisfaction ◽

Data Collection ◽

Job Stress ◽

Turnover Intention ◽

Sampling Method ◽

Work Motivation

This study aim was to determine the effect of turnover intention on job stress and work motivation, and the role of job satisfaction in mediating the effect of turnover intention on job stress and work motivation at Nirmala Plaza Supermarket Jimbaran employee. The sample amounted to 34 employees with the saturated sampling method. Questionnaires were used as data collection techniques with survey approaches and then data were analyzed with SEM-PLS. The results show that there is a positive and significant effect of job stress on turnover intention, while there is a negative and significant effect of work motivation and job satisfaction on turnover intention. In addition, the results of the analysis also show that the effect of job stress and work motivation on turnover intention was mediated by job satisfaction partially. The management of Nirmala Plaza Supermarket Jimbaran needs to reduce employee job stress and increase work motivation along with the job satisfaction to reduce the turnover intention. Keywords: work motivation, job stress, job satisfaction, turnover intention

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PERAN KOMITMEN ORGANISASIONAL MEMEDIASI PENGARUH KEPUASAN KERJA TERHADAP TURNOVER INTENTION

E-Jurnal Manajemen Universitas Udayana ◽

10.24843/ejmunud.2020.v09.i08.p09 ◽

2020 ◽

Vol 9 (8) ◽

pp. 3062

Author(s):

I Wayan Bagus Satya Utama ◽

Ida Bagus Ketut Surya

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Path Analysis ◽

Turnover Intention ◽

Sampling Technique ◽

Simple Random Sampling ◽

Total Sample ◽

Mediating Role ◽

Analysis Technique

The purpose of this study are (1) To explain the effect of job satisfaction on turnover intention, (2) To explain the effect of organizational commitment on turnover intention, (3) To explain the effect of job satisfaction on organizational commitment, (4) To explain the mediating role of organizational commitment the effect of job satisfaction on turnover intention. The population of this research is the employees of PT Cipta Nirwana. The sampling technique uses simple random sampling with a total sample of 47 respondents. The analysis technique used is the path analysis technique (path analysis). This study proves that (1) job satisfaction has a negative and significant effect on turnover intention, (2) organizational commitment has a negative and significant effect on turnover intention, (3) job satisfaction has a positive and significant effect on organizational commitment, (4) organizational commitment partially mediates the effect of job satisfaction on turnover intention. Keywords: turnover intention, organizational commitment, job satisfaction

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PENGARUH STRES KERJA TERHADAP TURNOVER INTENTION YANG DIMEDIASI OLEH KEPUASAN KERJA

E-Jurnal Manajemen Universitas Udayana ◽

10.24843/ejmunud.2019.v08.i06.p13 ◽

2019 ◽

Vol 8 (6) ◽

pp. 3646

Author(s):

Putu Sofia Andi Dewi ◽

Anak Agung Ayu Sriathi

Keyword(s):

Job Satisfaction ◽

Job Stress ◽

Work Stress ◽

Turnover Intention ◽

Random Sampling ◽

Sampling Method ◽

Work Capacity ◽

Stratified Random Sampling ◽

Analysis Technique

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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ANALISIS PENGARUH BUDAYA ORGANISASI, LOCUS OF CONTROL TERHADAP KINERJA APARAT PEMERINTAH DAERAH DAN KEPUASAN KERJA SEBAGAI VARIABEL INTERVENING (Studi Empiris Pada Pemerintah Kabupaten Bengkalis)

Inovbiz: Jurnal Inovasi Bisnis ◽

10.35314/inovbiz.v5i1.165 ◽

2017 ◽

Vol 5 (1) ◽

pp. 12

Author(s):

Endang Sri Wahyuni ◽

Rosmida Rosmida

Keyword(s):

Job Satisfaction ◽

Organizational Culture ◽

Locus Of Control ◽

Path Analysis ◽

Sampling Method ◽

Purposive Sampling ◽

Mediating Role ◽

Analysis Technique ◽

District Government

Abstract: This purpose of this study is to examine the effect of organizational culture, locus of control, on the performance of district governments. This study also examine the mediating role of job satisfaction effect on organizational culture, locus of control, on the performance of district governments. The population in this study are all of SKPD Bengkalis District Government and purposive sampling is used as sampling method. This study uses questioner for 183 respondents. The analysis technique used is the technique of path analysis using SPSS version 17.0. The results showed prove that organizational culture affect on the performance of district governments, locus of control affect on the performance of district governments. Job satisfaction variable as mediating the effect of organizational culture on the performance of district governments, Job satisfaction variable as mediating the effect of locus of control on the performance of district governments. Keywords: Performance, District, Goverment, Organizational, Culture, Locus of Control (LOC), Job Satisfaction.

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

GATR Journal of Management and Marketing Review - JMMR Vol 4(3) JUL-SEP 2019 ◽

10.35609/jmmr.2020.5.2(4) ◽

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.

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Mapping the contours of fairness

Journal of Organizational Effectiveness People and Performance ◽

10.1108/joepp-02-2014-0010 ◽

2014 ◽

Vol 1 (2) ◽

pp. 191-204 ◽

Cited By ~ 6

Author(s):

Lilian Otaye ◽

Wilson Wong

Keyword(s):

Job Satisfaction ◽

Factor Analysis ◽

Regression Analysis ◽

Turnover Intention ◽

Content Type ◽

Mediating Role ◽

The Uk ◽

The Relationship

Purpose – The purpose of this paper is to explore the contours of fairness by showing how different facets of fairness impact three important employee outcomes (job satisfaction, turnover intention and employer advocacy) and examining the mediating role of quality of management and leadership (through perceptions of both senior management and the quality of exchange with immediate supervisors) in attenuating negative impacts of unfairness on these outcomes. The study extends the concept of fairness beyond the traditional focus on organizational justice and models the mediating role of leadership on the relationship between (un)fairness and the three employee-level outcomes in a sample of employees representative of the UK workforce. Design/methodology/approach – Data were obtained from a nationally representative sample of 2,067 employees in the UK. Exploratory factor analysis and then confirmatory factor analysis is used to refine three unfairness factors and address their dimensionality of the unfairness scale and then multiple regression analysis is used to test a fairness-leadership-employee performance outcome model. Findings – Results of multiple regression analysis revealed that both trust in leadership and leader-member exchange partially mediate the relationship between organizational (un)fairness and job satisfaction, advocacy and turnover intention, respectively. Practical implications – The findings highlight the important role that leaders play in influencing the relationship between perception of unfairness and employee outcomes. This has implications for both theory and practice as it suggests that the pattern of inclusion that leaders create through the relationships that they develop with their followers has a significant impact on the relationship between unfairness and the work outcomes. They not only must manage traditional perceptions of justice, but also the assessments employees make about trust in management judgements and the perceived consequences of such judgements. Originality/value – In an environment where perceptions of unfairness are becoming both more endemic but also more complex, the study shows that both senior leaders and immediate supervisors have important agency in managing negative consequences. Through the measurement of satisfaction, turnover intention and employer advocacy it also provides potential links to link fairness into the engagement literature.

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Servant Leadership, Burnout, and Turnover Intention

Servant Leadership Styles and Strategic Decision Making - Advances in Logistics, Operations, and Management Science ◽

10.4018/978-1-5225-4996-3.ch009 ◽

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.

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