scholarly journals Pengaruh Job Insecurity Terhadap Stres Kerja, Kinerja dan Turnover Intention Karyawan

2020 ◽  
pp. 235-259
Author(s):  
Pebrida Saputri, ◽  
Tetra Hidayati, ◽  
Dirga Lestari
Keyword(s):  
Data Analysis ◽  
Job Stress ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Job Insecurity ◽  
Employment Relationship ◽  
Psychological Condition ◽  
Sales Employees ◽  
A Company ◽  
Area Data

Contracting and outsourcing systems in a company certainly have a significant impact on the employment relationship between employees and companies. For employees, uncertainty can cause employees to be reluctant to make changes. With this, the intensity of the emergence of job insecurity is getting higher. The future of employees in the organization is increasingly uncertain and questionable. Job insecurity in the company will automatically affect the psychological condition of the workers and can cause stress. Besides stress, Job insecurity is also one of the causes of turnover intentions for an employee which will certainly affect the employee's performance. This study aims to analyze the effect of job insecurity on job stress, performance and turnover intention. The research samples were sales employees of the Micro Cluster 1 and 2 PT. Bank Mandiri (Persero) Tbk in Samarinda area. Data analysis using SEM-PLS. The results showed that there was a positive and significant effect of job insecurity on job stress and turnover intention, and a negative and significant effect of job insecurity, job stress and turnover intention on performance. Keywords: Job Insecurity, Job Stress, Performance, Turnover Intentions Abstrak Sistem kontrak dan outsourcing pada suatu perusahaan tentunya berdampak secara signifikan di dalam hubungan ketenagakerjaan antara karyawan dan perusahaan. Bagi para karyawan, ketidakpastian (uncertainty) dapat menyebabkan karyawan enggan untuk melakukan perubahan. Dengan adanya hal tersebut, maka intensitas munculnya job insecurity menjadi semakin tinggi. Masa depan karyawan di dalam organisasi semakin tidak menentu dan dipertanyakan. Job insecurity yang ada di perusahaan otomatis akan mempengaruhi kondisi psikologis pekerjanya dan dapat menimbulkan stres. Selain stress, job insecurity juga merupakan salah satu penyebab timbulnya keinginan berpindah (turnover intentions) seorang karyawan yang pastinya akan mempengaruhi kinerja dari karyawan tersebut. Penelitian ini bertujuan untuk menganalisis pengaruh job insecurityterhadap stress kerja, kinerja dan turnover intention. Sampel penelitian adalah karyawan sales Unit Mikro Cluster 1 dan 2 PT. Bank Mandiri (Persero) Tbk area Samarinda. Analisis data menggunakan SEM-PLS. Hasil penelitian menunjukkan adanya pengaruh positif dan signifikan job Insecurity terhadap stress kerja dan turnover intention, serta adanya pengaruh negatif dan signifikan job Insecurity, stress kerja dan turnover intention terhadap kinerja. Kata kunci: Job Insecurity, Stress kerja, Kinerja, Turnover Intentions

scholarly journals ANALYSIS OF THE INFLUENCE OF JOB STRESS AND JOB SATISFACTION ON TURNOVER INTENTION AT SALES EMPLOYEE PT SINAR MUTIARA CAKRABUANA JAKARTA

2019 ◽  
Vol 20 (1) ◽  
pp. 37
Author(s):  
Widya Kurniawati ◽  
Putut Haribowo ◽  
Khairul Saleh
Keyword(s):  
Job Satisfaction ◽  
Data Analysis ◽  
Linear Regression ◽  
Multiple Linear Regression ◽  
Job Stress ◽  
Significant Influence ◽  
Turnover Intention ◽  
Point Scale ◽  
Analysis Technique ◽  
Sales Employees

<p class="Default"><em>This study aims to find out (1) the influence of job stress on turnover intention at PT Sinar Mutiara Cakrabuana, (2) The influence of job satisfaction on turnover intention at PT Sinar Mutiara Cakrabuana, and (3) The influence of job stress and job satisfaction on turnover intention at PT Sinar Mutiara Cakrabuana. The collecting data methods used in this study were interview, questionnaires, and literature studies. The scale of questionnaires used agree-disagree scale with 10 point scale. The sample in this study were 60 Sales employees of PT Sinar Mutiara Cakrabuana. The data analysis technique used was multiple linear regression. The results of multiple linear regression showed that job stress had a positive and significant influence on turnover intention, and job satisfaction had a negative and significant influence on turnover intention. Job stress and job satisfaction given contribute 30.4% to turnover intention. That means that 30.4% turnover intention was explained by job stress and job satisfaction, while 69.6% was explained by other factors not examined in this study.</em></p>

scholarly journals PENGARUH JOB INSECURITY, KEPUASAN KERJA, DAN STRES KERJA TERHADAP TURNOVER INTENTION PADA PT BPR ARTHA PRIMA PERKASA PULAU BATAM

2019 ◽  
Vol 11 (1) ◽  
pp. 70-77
Author(s):  
Regina Desvarani ◽  
Sastra Tamami
Keyword(s):  
Job Satisfaction ◽  
Data Analysis ◽  
Job Stress ◽  
Turnover Intention ◽  
Quantitative Method ◽  
Job Insecurity ◽  
Sampling Techniques ◽  
Analysis Method ◽  
Test Calculation ◽  
F Test

The purpose of this study was to determine the effect of Job Insecurity, Job Satisfaction, JobStress on Turnover Intention at PT BPR Artha Prima Perkasa. This study used a quantitative method bydistributing questionnaires to 32 employees who work at PT BPR Artha Prima Perkasa. Samples weretaken by saturated sampling techniques. The data analysis method used is quantitative analysis,namely reliability test and validity test, classic assumption test, T test and F test, coefficient ofdetermination and multiple linear regression analysis.Based on the results of data analysis, it shows that: Job Insecurity variable has a significanteffect on Turnover Intention with T sig value of 0,000 <0,05, job satisfaction variable shows no effect onTurnover Intention with T sig value of 0,624 <0,05 and Job stress has a significant effect on TurnoverIntention with a T sig value of 0,000 <0,05. Based on the F test calculation, together with Job Insecurity,Job Satisfaction, Job Stress has a significant effect on Turnover Intention with F sig 0,000 <0,05.

A study of relationship between job stress, quality of working life and turnover intention among hospital employees

2011 ◽  
Vol 24 (4) ◽  
pp. 170-181 ◽  
Author(s):  
Ali Mohammad Mosadeghrad ◽  
Ewan Ferlie ◽  
Duska Rosenberg
Keyword(s):  
Health Care ◽  
Job Stress ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Working Life ◽  
Job Security ◽  
Quality Of Working Life ◽  
Hospital Employees ◽  
Validated Questionnaire

Job stress is a serious threat to the quality of working life (QWL) of health-care employees and can cause hostility, aggression, absenteeism and turnover, as well as reduced productivity. In addition, job stress among employees affects the quality of health-care services. The purpose of this study was to gain a better understanding of the relationships between job stress and QWL of employees, and their impact on turnover intention at Isfahan hospitals, Iran. The study employed a cross-sectional research design. A validated questionnaire was used to collect data from hospital employees. Overall, 26% of employees graded their job stress high. The major sources of stress were inadequate pay, inequality at work, too much work, staff shortage, lack of recognition and promotion prospects, time pressure, lack of job security and lack of management support. An inverse relationship was found between job stress and QWL among hospital employees. The most important predictor of QWL was disturbance handling, followed by job proud, job security and job stress. Finally, while QWL was negatively associated with turnover intentions, job stress was positively related to employees' intention to quit. Since job stress has a strong correlation with employee QWL and turnover intention, it is very important to apply the right human resources policies to increase employees' QWL and decrease subsequent turnover. This study invites further research to explore, implement and evaluate intervention strategies for prevention of occupational stress and improvement in QWL

scholarly journals Effect of Organizational Commitment, Job Stress, And Job Satisfaction on Turnover Intention

2020 ◽  
Vol 8 (10) ◽  
pp. 286-316
Author(s):  
Idham Wahyono ◽  
Setyo Riyanto
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Job Stress ◽  
Turnover Intention ◽  
Quantitative Research ◽  
Turnover Intentions ◽  
Linear Regression Analysis ◽  
Multiple Linear Regression Analysis ◽  
Reality Testing ◽  
Data Validity

The purpose of this study is to find out how organizational commitment, job stress, and job satisfaction affect turnover intention. This research was conducted at PT Satya Ardhia Angkasa (Outsourcing PT Angkasa Pura II Persero) in Terminal 1, Terminal 2, and Terminal 3 of Soekarno–Hatta Airport. This type of research is included in quantitative research with a total population of all employees working at PT Satya Ardhia Angkasa located in Terminal 1, Terminal 2, and Terminal 3 of Soekarno–Hatta Airport with a Sample of 100 employees. This research data collection technician uses interviews and questioners. The analysis method uses classic assumption testing, data validity, and reality testing as well as hypothesis testing with multiple linear regression analysis techniques processed using SPSS 23.0 for windows. Based on the results of determination coefficient tests resulting in an Adjusted R Square value of 0.433 or 43.3%, this shows the effect of Organizational Commitment, Job Stress, and Job Satisfaction on Turnover Intentions. The remaining 56.7% influenced the results found in this study of Organizational Commitment, Job Stress and Job Satisfaction have a simultaneous and significant effect on turnover intentions

scholarly journals Turnover Intentions: Pengaruh Kepuasan Kerja, Komitmen Organisasional dan Stres Kerja

2021 ◽  
Vol 2 (01) ◽  
pp. 89-98
Author(s):  
Riski Ardianto ◽  
Muhamad Bukhori
Keyword(s):  
Job Satisfaction ◽  
Data Analysis ◽  
Organizational Commitment ◽  
Linear Regression ◽  
Multiple Linear Regression ◽  
Job Stress ◽  
Turnover Intentions ◽  
Positive Effect

Penelitian ini bertujuan untuk menganalisis pengaruh variable kepuasan kerja, komitmen organisasional dan stress kerja terhadap turnover intentions di PT. Taruma Mandiri Indonesia. Reponden penelitian berjumlah 59 responden yang merupakan seluruh pegawai PT Taruma Mandiri Indonesia. Analisis data dengan regresi linier ganda. Kepuasan kerja dan stres kerja berpengaruh positif sedangkan  komitmen organisasional  tidak berpengaruh terhadap turnover intentions.  Abstract This research aims to analyze the influence of job satisfaction variables, organizational commitment and job stress on turnover intentions at PT. Taruma Mandiri Indonesia. Research respondents totaled 59 respondents who were all employees of PT Taruma Mandiri Indonesia. Data analysis using multiple linear regression. Job satisfaction and job stress have a positive effect, while organizational commitment has no effect on turnover intentions  

scholarly journals Pengaruh Karakteristik Pekerjaan Dan Stres Kerja Terhadap Keinginan Pindah Tempat Kerja Pada Pekerja Proyek Konstruksi

2020 ◽  
Vol 19 (1) ◽  
pp. 45-50
Author(s):  
Fajar Susilowati ◽  
Tri Widya Swastika
Keyword(s):  
Work Stress ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Quantitative Data ◽  
Turnover Intentions ◽  
Goods And Services ◽  
Dynamic Resource ◽  
Employee Turnover Intentions ◽  
Questionnaire Method ◽  
A Company

Human resources are seen as an essential asset in a company because man is a dynamic resource and always needed in every process of production of goods and services. Therefore, this research was performed to analyze the influence of Jobs’ Characteristics and Work Stress on Turnover Intention. This research uses Quantitative Data by Questionnaire Method. The result of data processing shows that Work Stress has a stronger influence on Turnover Intention than Jobs Characteristics. Both of these variables impact amounted to 0.65 of the employee turnover intentions. It can calculate that determination coefficient 42.3%, which means that the variable Jobs Characteristic and Work Stress have contributed amounted to 42.3% of the employee turnover intentions, while other variables determine 57.7%. The indicator most influence on turnover intention in construction employees was the differences in value between the company and its employees. 

Employee perception of talent management practices and turnover intentions: a multiple mediator model

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Boontip Boonbumroongsuk ◽  
Parisa Rungruang
Keyword(s):  
Job Stress ◽  
Turnover Intention ◽  
Management Practices ◽  
Turnover Intentions ◽  
Talent Management ◽  
Structural Equations ◽  
Content Type ◽  
Overall Justice ◽  
Justice Perception ◽  
The Relationship

PurposeThe study aims to investigate employees' overall justice perception and job stress as multiple mediators in the relationship between perceived talent management (TM) practices and turnover intention.Design/methodology/approachCovering various industries in Bangkok, Thailand, the sample of the study consists of 552 employees, including both talented employees and normal employees as defined by their organization. Online questionnaires were distributed internally by selected organizations, and structural equations modeling was used to analyze the data.FindingsThe results indicate that both overall justice perception and job stress mediate the relationship between perceived TM practices and turnover intention.Originality/valueThe study contributes to the lack of empirical evidence in TM literature and aids in the design of better TM strategies to deliver effective organizational investments in its people.

scholarly journals Pengaruh Kepercayaan kepada Manajemen dan Job Insecurity terhadap Intensi Keluar Kerja

2021 ◽  
Vol 5 (4) ◽  
pp. 374
Author(s):  
Areli Oldo Faoso ◽  
Rostiana Rostiana
Keyword(s):  
Competitive Advantage ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Trust Management ◽  
Job Insecurity ◽  
Employee Turnover Intention ◽  
Result Show ◽  
New Employee ◽  
Turn Over ◽  
A Company

Employees are a company’s asset which also represents a competitive advantage of a company. Employee turnover intention will be effect in higher cost and loss of competitive advantage, and also the loss time for training again for new employee. This research aims to find out the influence of trust management and job insecurity to turnover intention. Questioner are distributed to 80 employees from staff to manager, that already work minimum 1 years and turnover data is collected the period 2019-2020. The result show only that trust management has proven influence turn over intention, mean while the influence of job insecurity to turn over intention is not significant.It can be said that trust management needs to be calculated in making company policies. Karyawan merupakan aset perusahaan yang juga merupakan keunggulan kompetitif suatu perusahaan. Intensi keluar kerja karyawan akan berdampak pada biaya yang lebih tinggi dan hilangnya keunggulan kompetitif, serta hilangnya waktu pelatihan bagi karyawan baru. Penelitian ini bertujuan untuk mengetahui pengaruh kepercayaan kepada manajemen dan job insecurity terhadap intensi keluar kerja. Kuesioner dibagikan kepada 80 karyawan mulai dari staff hingga manager yang telah bekerja minimal 1 tahun dan dilakukan pengumpulan data intensi keluar kerja periode 2019-2020. Hasil penelitian hanya menunjukkan bahwa kepercayaan kepada manajemen terbukti mempengaruhi intensitas keluar kerja, sedangkan pengaruh job insecurity terhadap intensi keluar kerja tidak signifikan.Dapat dikatakan bahwa manajemen kepercayaan perlu diperhitungkan dalam pengambilan kebijakan perusahaan.

scholarly journals Analisis Faktor yang Mempengaruhi Turnover Intention di Panca Sumber Diesel Group Pekanbaru

2019 ◽  
Vol 2 (2) ◽  
pp. 228-235
Author(s):  
Zulfadli Hamzah
Keyword(s):  
Data Analysis ◽  
Linear Regression ◽  
Turnover Intention ◽  
Group Analysis ◽  
Test Statistics ◽  
Coefficient Of Reflection ◽  
Test Models ◽  
Leadership Motivation ◽  
Analysis Technique ◽  
A Company

Managing a company is not something that is easy, there are many obstacles that might be faced in creating a quality and competent company, especially managing people within the company. This study aims to determine the effect of leadership and motivation on turnover intention at the Panca Source Diesel Group. Analysis was carried out on 32 respondents, this study was taken by census method and data was collected through questionnaires. The data analysis technique used is multiple linear regression through T test statistics and test models (F and Coefficient of reflection). The results showed that the overall leadership and motivation variables partially or simultaneously had an effect on turnover intention. Keywords: Leadership, Motivation, Turnover Intention

scholarly journals DETERMINANTS OF ORGANIZATIONAL COMMITMENT AND ITS IMPLICATION ON TURNOVER INTENTION AT THE FOODHALL IN DKI JAKARTA PROVINCE

2020 ◽  
Vol 2 (2) ◽  
pp. 212-230
Author(s):  
Nazifah Husainah ◽  
Harries Madiistriyatno
Keyword(s):  
Organizational Culture ◽  
Data Analysis ◽  
Organizational Commitment ◽  
Career Development ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Turnover Intentions ◽  
Equation Modeling ◽  
Managerial Implication ◽  
Employee Turnover Intention

The purpose of this study was to determine the effect of organizational culture, career development, compensation and organizational commitment partially or simultaneously on employee turnover intention.  The population in this study amounted to 1,982 employees at twenty-five outlets of The Foodhall in DKI Jakarta Province, with a total sample of 355 respondents.  The research method used in this research is descriptive and explanatory survey methods.  The sampling method is probability sampling with proportional random sampling technique, and the data analysis method used is SEM (Structural Equation Modeling) with data analysis tools Lisrel 8.80. Based on the research results obtained the following findings: organizational culture, career development, and compensation partially and simultaneously have a significant effect on organizational commitment with a contribution of 58%.  Partially career development which is reflected in career doubt has a positive and dominant effect on organizational commitment.  Organizational culture, career development, compensation and organizational commitment either partially or simultaneously have a significant effect on employee turnover intention with a contribution of 81%.  Partially, organizational commitment has the most dominant influence on employee turnover intentions.  The results also show that organizational commitment is a fully mediating variable on the influence of organizational culture, career development, and compensation on employee turnover intention.  The managerial implication of this research is that the turnover intention of The Foodhall's employees in Jakarta, which is reflected in the dimension of stopping work, will decrease if The Foodhall in Jakarta is able to increase organizational commitment which is reflected in sustainable commitment, while organizational commitment will increase if The Foodhalls in Jakarta can improve career development.  employees who are reflected in career doubts which are supported by an increase in organizational culture which is reflected in the dimensions of results orientation and also supported by an increase in compensation given to employees which is reflected in the high level of indirect compensation.

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