The effect of Job Stress of Airline cabin crew on Job Satisfaction and Turnover Intention: A Meta-analysis

Turnover intention is very much avoided by companies because it can create instability for labor conditions in the company. Turnover intention can be caused by factors of age, length of work, environmental factors, job stress, and job satisfaction. Mandapa, a Ritz-Carlton Reserve has made various efforts to ensure employee job satisfaction, however, there are many complaints that employees experience regarding workloads that are felt to be quite heavy, causing work stress. Overall, the culinary division has the highest turnover rate compared to other divisions. The population and sample in this study were 50 employees of the culinary division. Methods of data collection using interviews, questionnaires, documentation and observation. Data analysis used quantitative descriptive analysis. The results of multiple linear regression obtained the equation Y = 0.655 - 0.246X1 + 0.399X2. Based on the t test, job satisfaction partially has a negative and significant effect on turnover intention and job stress partially has a positive and significant effect on turnover intention. The results of the determination analysis show that simultaneously job satisfaction and job stress have a contribution of 47% to turnover intention.

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EMPLOYEE ENGAGEMENT AS A MEDIATOR INFLUENCES OF WORK STRESS AND CAREER DEVELOPMENT TO TURNOVER INTENTION IN EMPLOYEE OFFICE OF PT PKSS CENTRAL OFFICE

Dinasti International Journal of Management Science ◽

10.31933/dijms.v1i5.284 ◽

2020 ◽

Vol 1 (5) ◽

pp. 695-705

Author(s):

Wahyu Bawono ◽

Singmin Johannes Lo

Keyword(s):

Job Satisfaction ◽

Career Development ◽

Employee Engagement ◽

Job Stress ◽

Work Stress ◽

Turnover Intention ◽

Quantitative Method ◽

Central Office ◽

Least Square ◽

Analysis Technique

The objectives of this study are: (1) To analyze the Effect of Job Stress, Career Development and Job Satisfaction on Turnover Intention in PT PKSS and (2) To analyze the significant influence between Job Stress, Career Development and Employee Engagement simultaneously / Jointly towards Turnover Intention at PT PKSS. This research uses a quantitative method with a sample of all employees at PT PKSS, amounting to 98 people. The analysis technique used is Part Least Square Analysis (PLS). While the variables in this study are: (1) job stress, (2) career development, (3) employee engagement, and (4) turnover intention. The results of this study include: (1) Job stress has a significant effect on employee engagement with a T-Statistic value of 5,481, (2) Career development has a significant effect on employee engagement with a T-Statistic value of 4,909, (3) Work stress has a significant effect on turnover intention with a T-value Statistics of 3.071, (4) Career development has a significant effect on turnover intention with a T-Statistic value of 5.526, and (5) Employee employee variable can mediate jointly from the effect of work stress and career development on turnover intention. Can be proven by the analysis of VAF (Variance Accounted For) value calculation above, it can prove hypothesis 8 that employee engagement variable (Y1) can mediate the effect of work stress variables and career development together on turnover intention of 21.15%.

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ANALYSIS OF THE IMPACT OF LEADERSHIP STYLE AND JOB SATISFACTION ON TURNOVER INTENTION THROUGH JOB STRESS AT CUSTOMER SERVICE (FRONTLINE) PT TIKI JALUR NUGRAHA EKAKURIR (JNE)

Business and Entrepreneurial Review ◽

10.25105/ber.v16i2.5090 ◽

2019 ◽

Vol 17 (1) ◽

pp. 33

Author(s):

Sri Mulyani ◽

Hendra Gunawan

Keyword(s):

Job Satisfaction ◽

Job Stress ◽

Customer Service ◽

Leadership Style ◽

Turnover Intention ◽

Structural Equation ◽

Equation Model ◽

Primary Data ◽

Negative Effect ◽

The Impact

The problem of this research was Turnover intention is a factor of discomfort experienced agent in a company. Turnover intention needs to get serious attention to the organization especially to leadership or manager so can applying force leadership proper and improve job satisfaction to reduce job stress in the company. The purpose of this research was the effect of leadership style and job satisfaction toward Turnover intention throught job stress at customer service (frontline) PT Tiki Jalur Nugraha Ekakurir (JNE), Tomang Jakarta. The methodology of this research was testing hypothesis. The data used were primary data collected from questionaire. The samples consisted of 164customer service (frontline)PT Tiki Jalur Nugraha Ekakurir (JNE), which were determined through purposive sampling method. The data were analyzed through Structural Equation Model (SEM) of AMOS version 23.0for Windows. The results of the study showed that there have been negative effect and significant between leadership style and job satisfaction toward Turnover intention throught job stress. The role of job stress very dominant as a mediator the influence of leadership style and job satisfaction toward Turnover intention. Implication of this research is expected to managers can increase the determinants job stress itself for example by raising job satisfaction (salary, reward, job promotion) and applying force leadership proper and able to adjust with all the work situation.

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A Study on the Relationship among Mindfulness, Emotional Labor, Job Stress, Job Satisfaction and Turnover Intention of the Upscale Hotel Employees in Mongolia

Northeast Asia Tourism Research ◽

10.35173/natr.15.1.1 ◽

2019 ◽

Vol 15 (1) ◽

pp. 1-25

Author(s):

Sukhragchaa Amarjargal ◽

Heung Chul Oh

Keyword(s):

Job Satisfaction ◽

Job Stress ◽

Emotional Labor ◽

Turnover Intention ◽

Hotel Employees ◽

The Relationship

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

Kybernetes ◽

10.1108/k-02-2021-0098 ◽

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.

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