scholarly journals PERAN KOMITMEN ORGANISASIONAL DALAM MEMEDIASI PENGARUH STRES KERJA TERHADAP TURNOVER INTENTION DI BALI ROCHMAT JAYA

2018 ◽  
Vol 7 (12) ◽  
pp. 6561
Author(s):  
I Gede Yudika Putra ◽  
I Komang Ardana
Keyword(s):  
Organizational Commitment ◽  
Work Stress ◽  
Turnover Intention ◽  
High Turnover ◽  
The Third ◽  
Analysis Technique ◽  
The World ◽  
Negative Effect ◽  
The Relationship

Turnover intention is one form of behavior withdrawal in the world of work, but it is also a right for every individual to determine his choice company. Turnover is a serious problem in the field of Human Resource Management related to high turnover of labor. This study aims to determine the role of organizational commitment in mediating the influence of work stress on turnover intention. This research was conducted at PT Bali Rochmat Jaya, the sample was determined using census method and got a sample of 40 employees. Data collection using questionnaires. The analysis technique used is factor analysis and path analysis to test the effect of work stress and organizational commitment to turnover intention. The results of the first work stress have a negative effect on organizational commitment. Both of them show work stress positively influence to turnover intention. The third shows organizational commitment negatively affecting turnover intention, and finally the hypothesis of organizational commitment mediates significantly the relationship between work stress on turnover intention.

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

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.

scholarly journals Analysis Influence of Organizational Commitment, Job Satisfaction, and Work Stress on Turnover Intention of Outsourching Employee in Automotive Company at PT. XYZ

2020 ◽  
Vol 5 (8) ◽  
pp. 569-575
Author(s):  
Anisah Ulfah Fauziyya ◽  
Erry Rimawan ◽  
Tubagus Hendri Febriana ◽  
Febri Winday
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Work Stress ◽  
Turnover Intention ◽  
Fixed Time ◽  
Employment Relations ◽  
High Turnover ◽  
Automotive Company ◽  
Determining Factor

In an organization the role of human resources is a very important determining factor for the effectiveness and success of an organization in achieving its goals. But in reality, there are still many companies that use outsourching services. With the rise of the practice of outsourcing so far it is recognized to be more detrimental to workers because employment relations are always in the form of non-permanent or contractual contracts (fixed time contracts), lower wages, limited social security, lack of job security, and lack of career development guarantees. These factors make high turnover intention in PT XYZ. From every outsourching employee's complaints and based on data to the company, the authors indicate doubts about organizational commitment, job satisfaction, and work stress. The author uses questionnaires and interviews as a data collection tool and takes a sampling of the outsourching employee population. Then analyzed using the smartPLS application. The results showed that organizational commitment had a negative and significant effect on turnover intention, job satisfaction had a negative and significant effect on turnover intention and work stress had a positive and significant effect on the turnover intention of outsourcing employee in PT XYZ.

scholarly journals PENGARUH STRES KERJA, KEPUASAN KERJA DAN KOMITMEN ORGANISASIONAL TERHADAP TURNOVER INTENTION PADA KARYAWAN

2019 ◽  
Vol 8 (10) ◽  
pp. 5907
Author(s):  
Ni Kadek Windi Septia Ningsih ◽  
Made Surya Putra
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Work Stress ◽  
Turnover Intention ◽  
Hot Spring ◽  
Linear Regression Analysis ◽  
Multiple Linear Regression Analysis ◽  
High Turnover ◽  
Contract Employees ◽  
Analysis Technique

This research was conducted at the Toya Devasya Natural Hot Spring & Camping Resort, located in puri bening road (STA), toya bungkah, kintamani, Bangli, Bali. The number of respondents in this study were 102 contract employees. Data collection in this study is by distributing questionnaires using a 5-point Likert scale to measure 16 indicators. The data analysis technique used is multiple linear regression analysis. Turnover intention is the desire of employees to withdraw from where they work. A high turnover intention will have a bad impact on the organization, therefore it must be considered several variables that affect turnover intention. This study aims to 1. Know the effect of work stress on turnover intention, 2. Know the effect of job satisfaction on turnover intention, 3. Know the effect of organizational commitment on turnover intention. Keywords: work stress, job satisfaction, organizational commitment, turnover intention

scholarly journals Analisis Faktor-Faktor Yang Mempengaruhi Turnover Intention Agent di PT AIA Cabang X Malang

2021 ◽  
Vol 2 (2) ◽  
pp. 177-186
Author(s):  
Lidia Halim ◽  
Kevin Antolis
Keyword(s):  
Organizational Commitment ◽  
Work Stress ◽  
Turnover Intention ◽  
Physical Work ◽  
Employee Relations ◽  
Research Approach ◽  
Job Fit ◽  
High Turnover ◽  
Analysis Technique ◽  
Physical Work Environment

Turnover intention is a problem that is often faced by companies and employees. Turnover intention needs to be a center of attention because high turnover intention can disrupt the activities and productivity of companies and employees. In PT AIA Branch X Malang there are several factors that cause turnover intention. The purpose of this study was to find out what factors influenced the turnover intention of the agent at PT AIA Branch X Malang. This research was a quantitative study with a confirmatory research approach. The data analysis technique used was factor analysis. Respondents studied in this study were 202 people from 202 population in PT AIA Branch X Malang. The results of this study indicated that all work life balance variables, personality-job fit, work stress, employee relations, compensation, physical work environment, job satisfaction, organizational culture, career development, and organizational commitment affect the turnover intention of the agents at PT AIA Branch X Malang. The variable that has the most significant influence on turnover intention of the agents ata PT AIA Branch X Malang was organizational commitment and the variable that influence less significant namely work stress

scholarly journals Kepuasan kerja sebagai variabel mediasi pada pengaruh stres kerja terhadap niat keluar

2020 ◽  
Vol 20 (1) ◽  
pp. 31-40
Author(s):  
Stanlie Andrian Noeary ◽  
Albert Kurniawan Purnomo ◽  
Fotuho Waruwu
Keyword(s):  
Job Satisfaction ◽  
Data Analysis ◽  
Work Stress ◽  
Turnover Intention ◽  
Quantitative Methods ◽  
Test Results ◽  
High Turnover ◽  
Analysis Technique ◽  
The Relationship ◽  
Sem Test

This research is motivated by the high turnover among Y and Z generation caused by the level of. work stress caused by workload and unclear work procedures. This study aimed to determine job satisfaction as a mediator of the relationship between work stress and turnover intention. This study used quantitative methods with full sampling and respondents as many as 65 employees. The data analysis technique was performed using SEM test with WarpPLS 7.0 software. Based on the test, results showed that work stress has a significant effect on turnover intention and job satisfaction is evident to be intervening variable.

scholarly journals PERAN KOMITMEN ORGANISASIONAL SEBAGAI VARIABEL PEMEDIASI ANTARA STRES KERJA DENGAN TURNOVER INTENTION KARYAWAN

2020 ◽  
Vol 9 (9) ◽  
pp. 3341
Author(s):  
I Komang Dedi Sanjaya ◽  
Anak Agung Ayu Sriathi
Keyword(s):  
Organizational Commitment ◽  
Data Collection ◽  
Path Analysis ◽  
Job Stress ◽  
Work Stress ◽  
Turnover Intention ◽  
Career Paths ◽  
Employee Involvement ◽  
Analysis Technique

The purpose of this study is to explain the role of organizational commitment as a mediating variable between work stress and turnover intention. This research was conducted at the Wyndham Taman Sari Jivva Bali hotel in Klungkung Regency. The number of samples in this study were 63 employees, through the Slovin formula. Data collection is carried out through questionnaires, interviews, and observations. The analysis technique used is path analysis. Based on the results of the study found that work stress has a negative and significant effect on organizational commitment. Organizational commitment has a negative and significant effect on turnover intention. Job stress has a positive and significant effect on turnover intention. Organizational commitment can mediate the effect of work stress on turnover intention. Management should pay attention to the clarity of information regarding career paths obtained by employees in the future so that employees do not experience work stress due to unclear career paths obtained and also management needs to pay attention to employee involvement in the company. Keywords: turnover intention, work stress, organizational commitment

Employee Engagement Dan Stress Kerja Pengaruhnya Terhadap Kepuasan Kerja Dan Turnover Intention di Aman Villas Nusa Dua – Bali

2020 ◽  
Vol 2 (1) ◽  
pp. 60-79
Author(s):  
Wayan Arya Paramarta ◽  
Ni Putu Kurnia Darmayanti
Keyword(s):  
Job Satisfaction ◽  
Employee Engagement ◽  
Work Stress ◽  
Turnover Intention ◽  
Secondary Data ◽  
Qualitative And Quantitative ◽  
Library Research ◽  
Analysis Technique ◽  
Negative Effect ◽  
Positive Effect

The aims of this study was to explain the effect of employee engagement and work stress on job satisfaction and turnover intention at Aman Villas Nusa Dua-Bali. The type of data used in this study is qualitative and quantitative data, with data sources namely primary and secondary data. Data collection method is interview, distributing questionnaires to respondents and library research, while the data analysis technique used Smart PLS 3.2.8. The results of this study showed that employee engagement had a positive effect and significant on job satisfaction, work stress had a negative effect but not significant on job satisfaction, employee engagement had a negative effect and significant on turnover intention, work stress had a positive effect and significant on turnover intention, job satisfaction had a negative effect but not significant on turnover intention, employee engagement had a positive effect but not significant on turnover intention trough job satisfaction, work stress had a positive effect but not significant on turnover intention trough job satisfaction at Aman Villas Nusa Dua-Bali.

Does organizational justice affect turnover-intention in a developing country? The mediating role of job satisfaction and organizational commitment

2017 ◽  
Vol 36 (9) ◽  
pp. 1137-1148 ◽  
Author(s):  
Taghrid S. Suifan ◽  
Hannah Diab ◽  
Ayman Bahjat Abdallah
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Justice ◽  
Developing Country ◽  
Turnover Intention ◽  
Mediating Effect ◽  
Content Type ◽  
Mediating Role ◽  
The Relationship

Purpose The purpose of this paper is to investigate the effect of organizational justice on turnover-intention via the mediating influences of organizational commitment and job satisfaction. In addition, the study aims at incorporating all four facets of organizational justice (procedural, distributive, interpersonal and informational) in an attempt to test the model in a developing country context. Design/methodology/approach The study targeted employees in the airline industry working for airline companies currently operating in Jordan. A count of 323 questionnaires were directly distributed and completed and returned by employees yielding a response rate of 81 percent. Multiple regression analysis was used to test the hypotheses. Findings The results led to the acceptance of all hypotheses. Most importantly, it was confirmed that both organizational commitment and job satisfaction had a mediating effect on the relationship between organizational justice and turnover-intention. While job satisfaction fully mediated the relationship, organizational commitment only had a partially mediating effect. Originality/value The study took a step beyond the simple linear models typically used in the literature by proposing a more complex one that investigated the mediating role of job satisfaction and organizational commitment. Moreover, the researchers applied this model to a developing country setting in order to bridge the research gap.

scholarly journals Relationship between emotional labor, work stress, employee creativity, and turnover intention: study on Indonesian bank frontliners

2020 ◽  
Vol 3 (1) ◽  
pp. 1-16
Author(s):  
Devi Intan Satyaningrum ◽  
Indi Djastuti
Keyword(s):  
Work Stress ◽  
Emotional Labor ◽  
Turnover Intention ◽  
Employee Creativity ◽  
Negative Effect ◽  
Positive Effect

This study examines the effects of emotional labor on work stress, employee creativity and turnover intention, and examines the role of work stress as a mediator. The study was conducted in a limited way to the 90 employees of the Semarang branch of the BTN bank frontliners. The analysis using SEM PLS suggested that emotional labor had a positive effect on work stress and turnover intention but was not significant on employee creativity. Furthermore, work stress has a negative effect on employee creativity and a positive effect on turnover intention, and in this study proves that work stress mediated the influence of emotional labor on employee creativity and on turnover intention.

scholarly journals TURNOVER INTENTION AMONG LECTURERS IN PRIVATE HIGHER EDUCATION: THE DIRECT IMPACT OF FINANCIAL REWARDS AND MEDIATION OF JOB SATISFACTION AND EFFECTIVE ORGANIZATIONAL COMMITMENT

2021 ◽  
Vol 19 (2) ◽  
pp. 282-295
Author(s):  
Farida Titik Kristanti ◽  
◽  
Arif Partono Prasetio ◽  
Dian Indiyati ◽  
Putu Nina Madiawati ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Affective Commitment ◽  
Private Higher Education ◽  
Affective Organizational Commitment ◽  
Online Questionnaire ◽  
The Government ◽  
The Relationship

Lecturer responsibilities in presenting learning materials and building students’ character is considered very important in preparing future workers/entrepreneur. However, those responsibilities still have not received proper attention in certain institutions and even from the government. If this goes on continuously, it is feared that they will lose wellperformed individuals. This study aimed to investigate the level of turnover intention from the lecturer in six private universities in Bandung. And the role of financial rewards, job satisfaction, and affective organizational commitment as antecedents. Data collected using an online questionnaire. The numbers of total lecturers in those universities were around 3000. This study used a non-probability sample and distributed 500 questionnaires through the human resources office. And after two months, there are 288 participants which willing to complete the questionnaire. After the more detailed screening, we have 121 responses that met our requirements and can be used in this study. The study found that financial rewards were significantly affected job satisfaction and affective organizational commitment. But it was not significantly affected turnover intention. Partially, job satisfaction and affective commitment have not mediated the relationship between financial rewards and turnover intention. But, simultaneously, both variables have significantly mediated the relationship. These results give new understanding to the managers in the educational organization regarding maintaining the turnover level of their lecturers. In the future, studies can be conducted to cover lecturers from other cities in Indonesia.

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