scholarly journals Menguji Konsistensi Korelasi Job Satisfaction dengan Intensi Turnover: Studi Meta-Analisis

2017 ◽  
Vol 25 (2) ◽  
Author(s):  
Ferdinand - Hindiarto
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Meta Analysis ◽  
Analysis Method ◽  
Research Journal ◽  
Error Measures ◽  
Online Databases

This study examined the correlation between job satisfaction and turnover intention derived from various studies in 2009-2016 using meta-analysis method. The used samples consisted of 25 studies from 21 research journal drawn from online databases. Analyses were conducted using two artefacts, correction on error sampling and on error measures. Results of the study showed that correlation between job satisfaction and turnover intention in the 1st artefact was -0,46 and in the 2nd artefact was -0,56.

A meta-analysis of the variables related to turnover intention among IT personnel

Kybernetes ◽  
2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ahmet Hakan Özkan
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Effect Size ◽  
Turnover Intention ◽  
Meta Analysis ◽  
It Industry ◽  
Data Set ◽  
Content Type ◽  
It Personnel ◽  
The Relationship

PurposeThis study aims to investigate the relationships between job satisfaction, organizational commitment and turnover intention of information technology (IT) personnel.Design/methodology/approach3,844 studies which are published between 1998 and 2019 are screened on ScienceDirect, Scopus and ProQuest databases. 10,523 subjects formed the first data set regarding the relationship between job satisfaction and turnover intention, 7,903 subjects formed the second data set regarding the relationship between organizational commitment and turnover intention, 843 subjects formed the third data set regarding the relationship between empowerment and turnover intention, and 3,430 subjects formed the fourth data set regarding the relationship between job satisfaction and organizational commitment.FindingsResults showed that the effect size of the relationship between job satisfaction and organizational commitment is the strongest (r = 0.59). The effect size of the relationship between job satisfaction and turnover intention (r = −0.50), and the effect size of the relationship between organizational commitment and turnover intention r = −0.51) were also large. But the effect size of the relationship between empowerment and turnover intention was medium (r = −0.34).Originality/valueThis study is rare, and it can be used by the managers working in the IT industry.

scholarly journals The global prevalence of turnover intention among general practitioners: a systematic review and meta-analysis

2020 ◽  
Vol 21 (1) ◽  
Author(s):  
Xing Shen ◽  
Heng Jiang ◽  
Hongbin Xu ◽  
Jun Ye ◽  
Chuanzhu Lv ◽  
...  
Keyword(s):  
Systematic Review ◽  
Job Satisfaction ◽  
General Practitioners ◽  
Turnover Intention ◽  
Prevalence Rate ◽  
Turnover Intentions ◽  
Meta Analysis ◽  
Policy Implications ◽  
Global Prevalence ◽  
Professional Title

Abstract Background General practitioners (GPs) are the foundation of any primary healthcare system. Their quality and quantity are directly associated with the effectiveness and quality of the health services of a nation. GPs’ shortage and turnover have become an important issue in developed and developing countries. An accurate estimate of turnover intention prevalence among GPs would have important health policy implications, but the overall prevalence is unknown. We aimed to summarize the global prevalence of turnover intention and associated factors among GPs. Methods We systematically reviewed the PubMed, Embase, Web of Science and China National Knowledge Infrastructure (CNKI) databases from their inception up to May 2020, as well as the reference lists of all included studies. We included observational studies that reported data on turnover intention or their prevalence rate among GPs could be calculated based on the information provided. The prevalence rate of the turnover intentions was estimated using a random-effects meta-analysis. The heterogeneity was evaluated using I2 statistic. Differences by study level characteristics were estimated via subgroup analysis and meta-regression. Results A total of 25 cross-sectional studies were included (a total of 27,285 participants). The prevalence of turnover intention was 0.47 (95% CI: 0.39–0.55). Those having a lower level of salary (OR = 1.38, 95% CI: 1.13–1.63) and job satisfaction (OR = 1.35, 95% CI: 1.12–1.70) or having lower level of morale (OR = 2.68, 95% CI: 1.56–3.80) had a higher intention. In contrast, GPs with a lower level of professional title had a lower turnover intention (OR = 0.81, 95% CI: 0.65–0.98). Conclusions In this systematic review, approximately half of the GPs had the intention to leave their current posts worldwide. The factors associated with turnover intention were higher professional title, lower income level, lower job satisfaction and lower morale.

scholarly journals FAKTOR YANG MEMPENGARUHI TURNOVER INTENTION PRAMUNIAGA

2019 ◽  
Vol 16 (2) ◽  
pp. 158-167
Author(s):  
Ignatius Soni kurniawan ◽  
Husni Tamrin
Keyword(s):  
Job Satisfaction ◽  
Data Analysis ◽  
Linear Regression ◽  
Work Stress ◽  
Turnover Intention ◽  
Affective Commitment ◽  
Significant Positive Effect ◽  
Analysis Method ◽  
Regression Test ◽  
Positive Effect

The purpose of the research is to test the effect of job satisfaction, affective commitment, and work stress on turnover intention. Samples taken were 95 respondents using the Slovin method. Data analysis method using multiple linear regression test. This study found that job satisfaction had no effect on turnover intention, affective commitment had no effect on turnover intention, and work stress has a significant positive effect on turnover intention.

scholarly journals PENGARUH JOB INSECURITY DAN KEPUASAN KERJA TERHADAP TURNOVER INTENTION PADA KARYAWAN HOTEL

2018 ◽  
Vol 8 (2) ◽  
pp. 588
Author(s):  
A A Gede Agung Januartha ◽  
I.G.A Dewi Adnyani
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Employee Satisfaction ◽  
Job Insecurity ◽  
Linear Regression Analysis ◽  
Analysis Data ◽  
Multiple Linear Regression Analysis ◽  
Job Security ◽  
Satisfaction Level ◽  
Analysis Method

Turnover intention will affect the performance and sustainability of the company for the future. The purpose of this research is to analyze the influence of job insecurity and job satisfaction toward turnover intention. The research was conducted at Hotel Grand Zuri Kuta, Badung regency, Bali. The number of respondents in use as many as 75 employees by using the census method. Data analysis method used is multiple linear regression analysis. Data collecting through, questionnaires and interviews. The results showed that job insecurity had positive and significant effect on turnovrer intention, and job satisfaction had negative and significant effect on turnover intention. To lower the turnover intention rate it is important to pay attention to safety and comfort in working. Therefore it is very necessary to minimize the threats of cyclical and psychological to employees because it will impact on performance and also a strong reference to minimize turnover intention. In addition to job security (job insecurity) job satisfaction is also a strong reference in mempenguruh intention turnover intention. Therefore it is very important to pay attention to job satisfaction from employees to high employee satisfaction level, thus will show the positive level of employees, both to the work and environment. Keywords: job insecurity, job satisfaction, intrntion turnover    

scholarly journals Pengaruh Kepuasan Kerja dan Stres Kerja terhadap Turnover Intention pada PT Bank OCBC NISP Tbk Area Jakarta Pusat

2018 ◽  
Vol 9 (1) ◽  
Author(s):  
Arief Rachman Hakim ◽  
Raden Joko Sugiharjo
Keyword(s):  
Job Satisfaction ◽  
Regression Analysis ◽  
Linear Regression ◽  
Multiple Linear Regression ◽  
Job Stress ◽  
Work Stress ◽  
Turnover Intention ◽  
Linear Regression Analysis ◽  
Multiple Linear Regression Analysis ◽  
Analysis Method

ABSTRACT This study to determine the effect of Job Satisfaction and Job Stress on Turnover Intention. The object of this research is PT Bank OCBC NISP Tbk Central Jakarta Area. This research is a causal associative research using quantitative approach done to 86 respondents. This study explains the influence and influence of the variables to be studied, using multiple linear regression analysis method. From the results of this study showed that the variable of Job Satisfaction Not Significant To Turnover Intention. While the variable of Work Stress has significant effect to Turnover Intention. Keywords :      Organizational Culture, Training Program, Compensation, Employee Loyalty

scholarly journals THE INFLUENCE OF TRANSFORMATIONAL LEADERSHIPS AND ORGANIZATIONAL COMMITMENT TO TURNOVER INTENTION THROUGH JOB SATISFACTION AS A MEDIATOR

2021 ◽  
Vol 2 (4) ◽  
pp. 630-641
Author(s):  
Lystia Tri Utami ◽  
M. Havidz Aima
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Random Sampling ◽  
Sampling Method ◽  
Simple Random Sampling ◽  
Causality Analysis ◽  
Analysis Method ◽  
Simultaneous Impact

This research aims to uncovered and evaluated those issues which related to the influences that appeared from transformational leadership and organizational commitment towards turnover intention through job satisfaction as a mediator at Operational Directorate employees of PT XYZ. The design which currently used in this research was causality analysis to revealed the connection between each variables. The population in this research was all the employees from Operational Directorate of PT. XYZ which amounted to 1084 employees. The sampling method was performed by simple random sampling with a total of 233 respondents. The data analysis method used SEM-PLS with the results showed that transformational leadership and organizational commitment had a positive and significant impact on job satisfaction. Transformational leadership has no affect towards turnover intention, but the organizational commitment and job satisfaction had a positive and significant impact on turnover intention. The transformational leadership and organizational commitment had a simultaneous impact towards job satisfaction. And the Transformational leadership, organizational commitment and job satisfaction had simultaneous impact towards turnover intention. Job satisfaction has fully mediates the affect which appears from transformational leadership and organizational commitment towards turnover intention.

scholarly journals The Effect of Job Stress and Organizational Climate on Turnover Intention Through Job Satisfaction of Sales Employees PT XYZ Distribution in West Jakarta

2020 ◽  
Vol 5 (8) ◽  
pp. 953-965
Author(s):  
Tyas Setyorini ◽  
Charles Bohlen Purba
Keyword(s):  
Job Satisfaction ◽  
Organizational Climate ◽  
Job Stress ◽  
Turnover Intention ◽  
Quantitative Research ◽  
Sampling Method ◽  
Simple Random Sampling ◽  
Sampling Techniques ◽  
Analysis Method ◽  
Sales Employees

This study aims to determine and analyze the effect of work stress and organizational climate on turnover intention through job satisfaction of sales employees of PT. XYZ distribution in West Jakarta. This research method uses quantitative research. The population in this study were all sales employees of PT. XYZ distribution in West Jakarta. The sample used in this study uses probability sampling techniques by means of sampling the simple random sampling method. Then the sample size used in this study were 279 sales employees. The data analysis method used in this study was path analysis with the help of the SPSS version 25.0 program. The results showed that job stress has a negative and significant effect on job satisfaction. Organizational climate has a positive and significant effect on job satisfaction. Job stress has a positive and significant effect on turnover intention. Organizational climate has a negative and significant effect on turnover intention. Job satisfaction has a negative and significant effect on turnover intention. Job stress on turnover intention through job satisfaction has a positive and significant effect. And organizational climate on turnover intention through job satisfaction has a positive and significant effect

scholarly journals THE REACTION CAUSED BY WORK STRESS, JOB SATISFACTION, AND ORGANIZATIONAL COMMITMENT TO TURNOVER INTENTION ON THE EMPLOYEES AT PT. BALI TOWERINDO SENTRA, TBK

2021 ◽  
Vol 2 (3) ◽  
pp. 440-449
Author(s):  
Abednego Abednego ◽  
Charles Bohlen Purba
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Work Stress ◽  
Turnover Intention ◽  
Quantitative Research ◽  
Linear Regression Analysis ◽  
Multiple Linear Regression Analysis ◽  
Error Tolerance ◽  
Analysis Method ◽  
Quantitative Research Methods

This research aimed to investigate the affect which appeared on Employees at PT. Bali Towerindo Sentra Tbk relates to the high of turnover intention which caused by work stress, job satisfaction and organizational commitment. This research was included in type of causality research with quantitative research methods. Those population here was employees at PT. Bali Towerindo Sentra Tbk, which amounted to 395 people. Meanwhile, the sample consisted of 202 respondents (Slovin, 5% error tolerance). Data analysis method that used was multiple linear regression analysis to examine all the research hypothesis. The outcomes earned from this research was illustrated that work stress, job satisfaction and organizational commitment had a positive and significant impact on turnover intention. Work stress, job satisfaction and organizational commitment were also had simultaneously impact towards the turnover intention.

scholarly journals Effect of Job Stress and Organizational Climate on Turnover Intention with Job Satisfaction as an Intervening Variable for Employees of STMIK STIE Mikroskil

2021 ◽  
Vol 8 (4) ◽  
pp. 468-474
Author(s):  
Purnaya Sari Tarigan ◽  
Paham Ginting ◽  
Elisabet Siahaan
Keyword(s):  
Job Satisfaction ◽  
Organizational Climate ◽  
Job Stress ◽  
Turnover Intention ◽  
Sample Selection ◽  
Sampling Technique ◽  
Analysis Method ◽  
Employee Job Satisfaction ◽  
Qualitative Descriptive ◽  
Spss Software

This study aims to determine the effect of job stress and organizational climate on turnover intention. In addition, this study also tries to prove whether job satisfaction can be used as an intervening variable in the research model. This type of research is a qualitative descriptive study. This research was conducted on the employees of STMIK STIE Mikroskil. The sample selection using proportional random sampling technique shows that the research sample is 95 people. The data analysis method used in this research is path analysis which is carried out with the help of SPSS software. The results showed that job stress and organizational climate have a positive and significant effect on employee job satisfaction at STMIK STIE Mikroskil. Job stress has no effect on turnover intention, while organizational climate has a positive and significant effect on turnover intention. Job satisfaction has no effect on turnover intention. Meanwhile, the intervening variable, namely job satisfaction, is not able to interview the effect of job stress and organizational climate on turnover intention of STMIK STIE Mikroskil employees. Keywords: Job Stress, Organizational Climate, Job Satisfaction, Turnover Intention.

scholarly journals Pengaruh Perceived Organizational Support Terhadap Turnover Intention Dengan Job Satisfaction Sebagai Variabel Mediasi Pada PT. BANK MNC DI JAKARTA PUSAT

2021 ◽  
Vol 3 (1) ◽  
pp. 82
Author(s):  
Felix Herianto ◽  
Yanuar Yanuar
Keyword(s):  
Job Satisfaction ◽  
Organizational Support ◽  
Turnover Intention ◽  
Perceived Organizational Support ◽  
Analysis Method ◽  
Minimum Sample

this study aims to determine the influence of perceived organizational support on turnover intention through job satisfaction as mediating variable both indirectly or directly. The sample in this study were 75 employees of PT. Bank MNC at Jakarta Pusat, whom the majority are sales divition, a minimum sample is determine by using Hair’s formula which are the indicators times with five. The analysis method used is SmartPLS 3.2.8 resulting in Perceived Organizational Support has a positive and significant effect on job satisfaction. Job satisfaction has a negative and not significant effect on turnover intention. Perceived organizational support has a negative and not significant effect on turnover intention. And perceived organizational support has a negative and not significant effect on turnover intention through job satisfaction as a mediating variable. The implication of this research is that the company is expected to increase perceived organizational support for employees to increase job satisfaction, then the next research party is expected to re-examine perceived organizational support for turnover intention, job satisfaction with turnover intention and perceived organizational support for turnover intention through job satisfaction because of the results of this study not significant. this study aims to determine the influence of perceived organizational support on turnover intention through job satisfaction as mediating variable both indirectly or directly. The sample in this study were 75 employees of PT. Bank MNC at Jakarta Pusat, whom the majority are sales divition, a minimum sample is determine by using Hair’s formula which are the indicators times with five. The analysis method used is SmartPLS 3.2.8 resulting in Perceived Organizational Support has a positive and significant effect on job satisfaction. Job satisfaction has a negative and not significant effect on turnover intention. Perceived organizational support has a negative and not significant effect on turnover intention. And perceived organizational support has a negative and not significant effect on turnover intention through job satisfaction as a mediating variable. The implication of this research is that the company is expected to increase perceived organizational support for employees to increase job satisfaction, then the next research party is expected to re-examine perceived organizational support for turnover intention, job satisfaction with turnover intention and perceived organizational support for turnover intention through job satisfaction because of the results of this study not significant..

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