PREDICTION OF WORK STRESS, LEADERSHIP QUALITY, MOTIVATION OF WORK AND ORGANIZATION CULTURE TO WORK SATISFACTION AND IMPACT ON TURNOVER INTENTION EMPLOYEES

This research aimed to analyze and predict how work stress factors, quality of leadership, work motivation, organizational culture, and job satisfaction affect the turnover intention. Observations on this research were conducted on 150 employees in national companies engaged in satellite-based telecommunications. Data were collected by using questionnaire. The analysis method used Structural Equation Model (SEM) with Partial Least Square(PLS) as an analysis tool. The research results showed that work stress and job satisfaction influence on turnover intention while the quality of leadership, work motivation, and organizational culture have no effect on turnover intention. Suggestions for future research and the company are outlined in the closing section.

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RELATIONSHIP LEADERSHIP QUALITY AND CULTURE ORGANIZATION WITH THE PERFORMANCE OF SMAN 28 TANGERANG DISTRICT

Perspektif : Jurnal Ilmu Administrasi ◽

10.33592/perspektif.v1i2.538 ◽

2019 ◽

Vol 1 (2) ◽

pp. 134-142

Author(s):

Anggih Perian Guswan Putra

Keyword(s):

Organizational Culture ◽

Employee Performance ◽

Sampling Technique ◽

Simple Random Sampling ◽

Survey Method ◽

Sample Population ◽

Leadership Quality ◽

Quality Of Leadership ◽

The Relationship

This research was conducted to determine the relationship between the quality of the Principal's leadership and organizational culture with the performance of SMAN 28 Tangerang District employees. The study uses a quantitative approach with a descriptive correlational survey method, using correlation theory which is about product moment. Research data collection techniques from respondents carried out through questionnaires or questionnaires. The sample population was 103 employees in each section of SMAN 28 Tangerang, with simple random sampling technique. The magnitude of the effect of leadership quality and organizational culture together on employee performance by 87.2% This shows the higher the quality of leadership and organizational culture, the better the performance of employees, and vice versa the lower the quality of leadership and organizational culture will have an impact for employee performance.

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PENGARUH TEKANAN KERJA, BEBAN KERJA DAN LINGKUNGAN KERJA TERHADAP INTENSI TURNOVER: PERAN MEDIASI KEPUASAN KERJA

MANAJEMEN DEWANTARA ◽

10.26460/md.v4i1.7672 ◽

2020 ◽

Vol 4 (1) ◽

pp. 33

Author(s):

Prahyudi Apriyanto ◽

Siswoyo Haryono

Keyword(s):

Job Satisfaction ◽

Work Environment ◽

Work Stress ◽

Turnover Intention ◽

Structural Equation ◽

Turnover Intentions ◽

Equation Model ◽

Partial Least Square ◽

Team Work ◽

Least Square

Turnover Intention in the present study was defined as a situation where employee leaves company due to disturbance in operation, team work dynamics, and unit performance of PT. Patria Migas. This study aims to determine the direct effects of work stress, workload, work environment on turnover intentions, and the effects of work stress, workload, work environment on turnover through job satisfaction as a mediating variable. The subjects in this study are employees of PT. Patria Migas, with a total of 48 respondents. The model in the study was tested using Structural Equation Model (SEM) data analysis technique with Partial Least Square (PLS) and using software SmartPLS 3.0. The result of the study indicates positive and significant effects both directly of work stress, workload, and work environment on turnover intentions, and mediation of work stress, workload, and work environment turnover intentions mediated by job satisfaction. This study is expected to add insight on turnover intentions and variables such as work stress, workload, work environment an job satisfaction which can create turnover intentions.Keywords: work stress, workload, work environment, job satisfaction, and turnover intentions.

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Precursors and outcomes of work engagement among nursing professionals—a cross-sectional study

10.21203/rs.3.rs-33425/v2 ◽

2020 ◽

Author(s):

Terje Slåtten ◽

Gudbrand Lien

Keyword(s):

Job Satisfaction ◽

Organizational Culture ◽

Quality Of Care ◽

Work Engagement ◽

Turnover Intention ◽

Intention To Leave ◽

Organizational Goals ◽

Nursing Professionals ◽

The Relationship

Abstract Background: Health services organizations must understand how best to lower nursing professionals’ turnover intentions, increase their job satisfaction and quality of care provided to patients. This study aims to examine whether work engagement, which refers to a positive fulfilling, work-related state of mind, is a significant predictor of the achievement of these preferred organizational goals. The study also aims to examine whether organizational culture and climate can manage the work engagement of nursing professionals and indirectly contribute to the accomplishment of the preferred organizational goals.Methods: The proposed conceptual model was tested in a quantitative study in which nursing professionals participated. The data were analyzed using confirmatory factor analysis and structural equation modeling in Stata.Results: The three key findings from this study were: i) work engagement of nursing professionals was found to be positively related to service quality of care (b = 0.551) and job satisfaction (b = 0.883). Job satisfaction fully mediates the relationship between work engagement and turnover intention and in itself explains almost 60% (R2 = 0.59) of turnover intention (which refers to the intention to leave a job on a personal/workers level), ii) nursing professionals’ perception of organizational culture (b = 0.278) and collaboration climate (b = 0.331) were both directly related to their work engagement, iii) work engagement fully mediates the relationship between organizational culture, organizational climate and service quality of care and job satisfaction. Moreover, work engagement particularly mediates the relationship between collaborative climate and job satisfaction.Conclusions: The work engagement of nursing professionals is highly correlated, especially to their job satisfaction. Work engagement and intention to leave a job is (fully) mediated by job satisfaction. Employers should therefore focus on improving job satisfaction of nursing professionals. The work engagement of nursing professionals is a common key factor for improvements. Consequently, leaders and managers should continuously manage nursing professionals’ work engagement, focusing on such areas as organizational culture and climate because work engagement is a substantial driver to enable multiple desirable outcomes for hospital organizations.

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role of organizational commitments in mediating the effect of work motivation and job satisfaction towards turnover intention on nurses private hospital

International Research Journal of Management IT and Social Sciences ◽

10.21744/irjmis.v8n1.1101 ◽

2020 ◽

Vol 8 (1) ◽

Author(s):

Made Widya Astiti ◽

Ida Bagus Ketut Surya

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Turnover Intention ◽

Structural Equation ◽

Work Motivation ◽

Sampling Technique ◽

Partial Least Square ◽

Least Square ◽

Equation Modeling

This study aims to determine the role of organizational commitment in mediating the effect of work motivation and job satisfaction on turnover intention of nurses at private hospitals in South Kuta. The number of samples used was 82 nurses using saturated sampling technique or census methods and collecting data using a questionnaire that uses a Likert scale. The data analysis technique was performed using Structural Equation Modeling (SEM) with the Partial Least Square (PLS) approach, and the VAF test to test the role of mediation. The results show that there is a negative and significant influence of organizational commitment, work motivation and job satisfaction on turnover intention. There is a positive and significant effect of job satisfaction and work motivation on organizational commitment, as well as the role of organizational commitment as a partial mediator between work motivation and job satisfaction on turnover intention which has a negative and significant effect. The findings in this study imply that companies are required to pay more attention to appropriate compensation and to reward employees who are loyal to the company and pay attention to the working conditions of their employees so that employees will remain in the company.

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Cultural Organization and Quality of Nursing Work Life on Nurses Performance and Job Satisfaction in Dr. Soetomo Hospital, Surabaya

Jurnal NERS ◽

10.20473/jn.v10i22015.332-342 ◽

2015 ◽

Vol 10 (2) ◽

pp. 332 ◽

Cited By ~ 2

Author(s):

Rini Winasih ◽

Nursalam Nursalam ◽

Ninuk Dian Kurniawati

Keyword(s):

Job Satisfaction ◽

Organizational Culture ◽

Work Life ◽

Partial Least Square ◽

Least Square ◽

Quality Of Work Life ◽

Cluster Sampling ◽

Cultural Organization ◽

Quality Of Nursing

Introduction: Efforts to improve the quality of hospital services should be along with the efforts to improve the quality of nursing services. Quality of service is influenced by the organizational culture. The main objective of this study was to explain the effect of organizational culture and quality of nurses work life (QNWL) on nurses performance and job satisfaction in Dr. Soetomo Hospital, Surabaya. Methods: This study used explanatory survey research design with cross sectional approach. The study population was all Civil Servants nurses working at Surgical Wards, Dr. Soetomo Hospital. The study sample comprised 95 nurses selected with cluster sampling. Data were analyzed using partial least square. Results: The results showed that there was influence of objective factors on organizational culture. Individual factors had no influence on QNWL. Social and environmental factors affected QNWL. Operational factors influenced QNWL. Administrative factors affected QNWL. Organizational culture influenced QNWL. QNWL affected nurses performance. QNWL significantly affected nurses job satisfaction. Nurses job satisfaction affected nurses performance. Discussion: Strong organizational culture, which can create good quality of work life for nurses, can improve the performance and job satisfaction of nurses in Dr. Soetomo Hospital. Further studies needs to be done to analyze the effect of empowerment and job involvement on the quality of nurses work life.Keywords: cultural organization, quality of nursing work life, performance and job satisfaction, nurse

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Precursors and outcomes of work engagement among nursing professionals—a cross-sectional study

BMC Health Services Research ◽

10.1186/s12913-021-07405-0 ◽

2022 ◽

Vol 22 (1) ◽

Author(s):

Terje Slåtten ◽

Gudbrand Lien ◽

Barbara Rebecca Mutonyi

Keyword(s):

Job Satisfaction ◽

Organizational Culture ◽

Quality Of Care ◽

Turnover Intention ◽

Turnover Intentions ◽

Cross Sectional ◽

Organizational Goals ◽

Nursing Professionals ◽

The Relationship

Abstract Background Health services organizations must understand how best to lower nursing professionals’ turnover intentions, and increase their job satisfaction and the quality of care provided to patients. This study aims to examine whether work engagement (WE) is a significant predictor of the achievement of these preferred organizational goals. The study also aims to examine whether organizational culture and organizational climate can manage the WE of nursing professionals and indirectly contribute to the accomplishment of the preferred organizational goals. Methods In detail, a cross-sectional questionnaire survey study was conducted through a convenience sampling of a total of N = 164 nurses, from four Norwegian public hospitals. Structural equation modeling was employed in testing the hypothesis in the conceptual model, using Stata software. Furthermore, mediation analyses were achieved through use of the “medsem” package in the Stata software, in testing whether the proposed direct and indirect effects were statistically significant, and the type of mediation found. Results The three key findings from this study are: i) WE of nursing professionals was found to be positively related to service quality of care (β = 0.551) and job satisfaction (β = 0.883). Job satisfaction fully mediates the relationship between WE and turnover intention and in itself explains almost 60% (R2 = 0.59) of turnover intention; ii) nursing professionals’ perception of organizational culture (β = 0.278) and collaboration climate (β = 0.331) were both directly related to their WE; and iii) WE fully mediates the relationship between organizational culture/climate and service quality of care and job satisfaction. Moreover, WE partially mediates the relationship between collaborative climate and job satisfaction. Conclusions The WE of nursing professionals is highly correlated to their job satisfaction. WE and turnover intentions are (fully) mediated by job satisfaction. Employers should therefore focus on improving the job satisfaction of nursing professionals. The WE of nursing professionals is a common key factor for such improvement. Consequently, leaders and managers should continuously manage nursing professionals’ WE, focusing on such areas as organizational culture and climate, because WE is an effective means of enabling multiple desirable outcomes for hospital organizations.

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

WIDYA MANAJEMEN ◽

10.32795/widyamanajemen.v2i1.550 ◽

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.

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Effect of Job-Insecurity, Organizational Commitment, Job Satisfaction on Turnover Intention: A Case Study of Newcomer Lecturers at Private Islamic Universities in East Java Province, Indonesia

Jurnal Ilmiah Peuradeun ◽

10.26811/peuradeun.v6i2.284 ◽

2018 ◽

Vol 6 (2) ◽

pp. 199

Author(s):

Asep Saifuddin Chalim

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Turnover Intention ◽

Structural Equation ◽

Job Insecurity ◽

Partial Least Square ◽

Least Square ◽

Path Model ◽

Equation Modeling ◽

Pls Analysis

This study discussed employee turnover as one of the crucial problems faced by every organization. This study sought to analyze the determinants of turnover intention, such as job insecurity, organizational commitment, and job satisfaction. The objects of this study were newcomer lecturers of private Islamic universities in East Java Province, Indonesia. To analyze the relationship among independent variables and dependent variable; this study employed a correlation path model. To build the structural formulation of the correlation path model, this study used the variance-based Structural Equation Modeling (SEM) as a Partial Least Square (PLS) analysis. The study found that job insecurity influenced job satisfaction and organizational commitment. Moreover, job satisfaction and organizational commitment had positive impacts on the turnover intention. In contrast, job insecurity did not have a direct significant impact on the turnover intention, but it had indirect effect that influences job satisfaction and organizational commitment.

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PENGGUNAAN ANALISIS REGRESI LOGISTIK UNTUK MENCARI PROBABILITAS TURNOVER INTENTION BESERTA FAKTOR-FAKTOR YANG MEMPENGARUHINYA

J Statistika: Jurnal Ilmiah Teori dan Aplikasi Statistika ◽

10.36456/jstat.vol3.no01.a1109 ◽

2011 ◽

Vol 3 (01) ◽

Author(s):

Juli maya Sari

Keyword(s):

Social Support ◽

Job Satisfaction ◽

Turnover Intention ◽

Work Social Support

Turnover Intention (intensitas perpindahan) adalah keinginan berpindah karyawan dari satu tempat kerja ketempat kerja lainnya. Hanya keinginan untuk pindah, belum sampai realisasi untuk melakukan perpindahan. Turnover merupakan kejadian yang wajar dalam setiap perusahaan. Namun jika penggantian karyawan ini karena faktor produktifitas, maka dapat diantisipasi oleh perusahaan melalui penyiapan kader-kader untuk menggantikan. Jika penggantian karyawan tidak berkaitan dengan implementasi program kerja yang telah ditetapkan, maka hal ini akan sangat menyulitkan perusahaan. Pada penelitian ini ingin mengetahui karakteristik karyawan setrta mengetahui variabel yang berpengaruh terhadap Turnover Intention melalui analisis korespondensi. Setelah diperoleh variabel berpengaruh selanjutnya digunakan untuk mencari model regresi logistik ordinal. Dari model regresi logistik selanjutnya digunakan untuk mencari besarnya probabilitas Turnover Intention karyawan. Dimana Turnover Intention dipengaruhi oleh Job satisfaction of work, Social support, sedangkan untuk Job satisfaction dipengaruhi oleh Quality of supervisior, dan compensation. Hasil pengolahan diketahui bahwa variabel yang berpengaruh adalah Job satisfaction katagori puas dan Social support katagori puas. Probabilitas Turnover Intention level tinggi dan level rendah hampir sama yaitu sebesar 0.119 dan 0,118. Sebagian besar probabilitas Turnover Intention berada pada level sedang yaitu sebesar 0,763. Kondisi tersebut perlu mendapat perhatian dari perusahaan agar karyawan yang berada pada probabilitas Turnover Intention level sedang dapat beralih menjadi level rendah dengan cara meningkatkan kepuasan kerja dan dukungan sosial pada diri karyawannya.

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