scholarly journals PERAN STRES KERJA DAN KEPUASAN KERJA KARYAWAN DALAM PENGELOLAAN TINGKAT TURNOVER INTENTION PADA KARYAWAN PUSKESMAS JASINGA, BOGOR

2018 ◽  
Vol 18 (2) ◽  
pp. 165
Author(s):  
Arif Partono Prasetio ◽  
Erni Martini ◽  
Resya Partono Mawaranti
Keyword(s):  
Job Satisfaction ◽  
Health Service ◽  
Stress Level ◽  
Significant Influence ◽  
Mediation Analysis ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Turnover Rate ◽  
Intention To Quit ◽  
The Relationship

Employees who worked in health service experienced various pressures when doing their job. This is because they have to deal with various problems (diseases and treatments). Such condition could affect and even reduce their job satisfaction and in the end also affect their intention to quit. This study analyzed the effect of stress and job satisfaction on employee turnover rate at Puskesmas Jasinga, Bogor. The number of participants in this study was 108 employees. Explanatory methods and mediation analysis are used to explain the relationship and influence between variables. The results showed that employee’s stress level did not have significant influence on job satisfaction, but stress significantly affected employees' intention to quit. Furthermore, no significant effect of job satisfaction on the desire to resign to employees. The differences in the results of this study with previous studies will be discussed more in depth. Keywords—Works Stress; Job Satisfaction; Turnover Intention. Abstrak Karyawan di bidang kesehatan khususnya puskesmas mengalami berbagai tekanan dalam menjalankan pekerjaannya. Hal ini dikarenakan masalah (penyakit dan perawatan) yang dihadapi relatif beragam. Kondisi tersebut diduga dapat mengurangi kepuasan kerja dan pada akhirnya bisa berakibat pada meningkatnya niat untuk mengundurkan diri. Penelitian ini menganalisis pengaruh stres dan kepuasan kerja terhadap tingkat turnover karyawan di Puskesmas Jasinga, Bogor. Jumlah responden yang berpartisipasi dalam penelitian ini adalah 108 orang. Metode eksplanatori dan analisis mediasi digunakan untuk menjelaskan hubungan dan pengaruh antar variabel. Hasil penelitian memperlihatkan bahwa tingkat stres karyawan tidak memiliki pengaruh signifikan terhadap kepuasan kerja, akan tetapi stres secara signifikan positif mempengaruhi niat karyawan untuk mengundurkan diri. Selanjutnya, tidak ditemukan pengaruh signifikan dari kepuasan kerja terhadap keinginan untuk mengundurkan diri pada karyawan. Kata kunci—Stres Kerja; Kepuasan Kerja; Turnover Intention.

The Impact of Factors in Job Satisfaction Towards Employees’ Intention to Leave in Chain Hotels

2015 ◽  
Vol 21 (4) ◽  
pp. 714-718
Author(s):  
Marion Hutagalung ◽  
Tatum Syarifah Adiningrum
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
Influencing Factors ◽  
Employee Turnover ◽  
Turnover Rate ◽  
Intention To Leave ◽  
Factors Affecting ◽  
Job Promotion ◽  
The Impact ◽  
The Relationship

Employee turnover is an expensive cost in the management of any venture. The objective of this paper is to examine the relationship between factors of job satisfaction to employee intention to leave at Arion Swiss Belhotel in Jakarta and Bandung. The survey was conducted to 240 employees in nine departments in both hotels, using a questionnaire adapting JDI. Findings indicated that the highest influencing factors affecting employees’ turnover was the work environment, followed by pay, and opportunity for job promotion. There is no difference between employees in both hotels in their perception towards each of the variables; as well there is no difference between layers of management. The overall finding results can be used for the hotels to set the guidelines to improve the employees’ job satisfaction and reducing the turnover rate.

scholarly journals Job stress and turnover intention revisited: evidence from Korean firms

2019 ◽  
Vol 17 (4) ◽  
pp. 52-61
Author(s):  
Ji-Young Ahn ◽  
Wang Chaoyu
Keyword(s):  
Job Satisfaction ◽  
Organizational Justice ◽  
Job Stress ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Positive Relationship ◽  
Job Stressors ◽  
Public Companies ◽  
Significant Positive Relationship ◽  
The Relationship

This study revisits the relationship between job stress and turnover intention for employees using a sample of employees in public companies of Korea. The authors investigate both the effect of job stress on turnover and the process by which job stress affects employee turnover. In particular, they prove that job satisfaction mediates the relationship between stress and turnover intention of the employees. Furthermore, the authors explore the job stress-turnover relationship by extending a review of the organizational justice perspective and posit whether an employee perceived organizational justice could mitigate the presumed adverse effects of job stress on turnover intention. They suggest empirical evidence that there is a significant positive relationship between job stress and turnover intention, and that job satisfaction partially mediates this relationship. However, the authors found no strong evidence of moderating roles of perceived organizational justice. Based on the job demands-resources (JDR) model, the relationship between job stress and turnover intention is evidenced. Besides, the study implies that the incidence of perceived organizational justice fails to mitigate the effect of these value-decreasing job stressors on employee turnover.

scholarly journals PENGARUH TIME DEMANDS OF WORK TERHADAP KEPUASAN KERJA, STRESS KERJA, DAN TURNOVER INTENTION KARYAWAN (Studi Pada Karyawan PT. Bank Tabungan Negara (Persero) Tbk. Cabang Harapan Indah, Bekasi)

2016 ◽  
Vol 13 (2) ◽  
pp. 110
Author(s):  
Anisah Uswatun Hasanah
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Positive Influence ◽  
Employee Turnover Intention ◽  
The Impact ◽  
The Relationship ◽  
Positive Effect ◽  
Time Demands

The aim of this research is to analyze the impact time demands of work, on job satisfaction,job stress, and employee turnover intention PT. Bank Tabungan Negara (Persero) Tbk.Cabang Harapan Indah, BekasiThis study is using path analysis with SmartPLS 2.0.M3. The population that used in thestudy is all the employees of PT. Bank Tabungan Negara (Persero) Tbk. Cabang HarapanIndah, Bekasi, which are 108 respondents. The amount of the sample is determined by thecensus method of the entire employee. However the sample that has been applied into 85respondents significantly decreased into 85people.The results have shown that the time demands of work do not significantly influenceturnover intention. Furthermore the time demands of work have no significant effect on jobsatisfaction. Employee satisfaction negatively affect on turnover intention. Job satisfactionis not successfully mediating the relationship between the time demands of work andturnover intention. Time demands of work have positive influence on job stress. Job stresshas positive effect on turnover intention. Job stress has been successfully mediating therelationship between the time demands of work and turnover intention. Job stressnegatively affect with job satisfaction. Job satisfaction also has been successfullymediating the relationship between job stress and turnover intention.

scholarly journals Job Satisfaction Dimensions and Organizational Commitment: Tools to Understand Employee Turnover Intention of IT/ITES Industry of the Gujarat State with a Focus on BPO Segment

2019 ◽  
Vol 8 (4) ◽  
pp. 2959-2962
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Turnover Intentions ◽  
Negative Relationship ◽  
Special Focus ◽  
Gujarat State ◽  
Employee Turnover Intention ◽  
The Relationship

Attrition is one of the biggest challenge for any industry as it comes with many demerits such as loss of productivity, incurring of various costs such as training & development, recruitment etc. According to the Compensation Trends Survey conducted by Deloitte Human Capital Consulting, the IT/ITES industries of the Indian market have faced 15% of the attrition that is higher for any industry. Thus, the companies of this industry are focusing to decrease the turnover intention in order to reduce the actual employee turnover. The aim of this research is to find out the influence that Job Satisfaction and organizational commitment have on the turnover intention on the employees. Various research suggests that organizational commitment and turnover intentions are negatively correlated. Also, the studies suggest that Job Satisfaction and employee turnover intentions have a negative relationship. This study has been conducted to examine the relationship between Job Satisfaction, organizational commitment, and turnover intention for the IT/ITES industry employees with a special focus to BPO segment. The researchers have taken data from 500 employees of the BPO segment from 3 major cities of Gujarat i.e. Ahmedabad, Gandhinagar and Baroda. The researchers have used Multiple regression and ANOVA to examine the influence of the organizational commitment & job satisfaction on the turnover intention. The result shows that higher level of organizational commitment reduced the turnover intention. This research can help the BPO organizations to formulate & implement the strong retention strategies. Also, this study provides a direction to the academicians to explore further dimensions of the research in the various industries as well as various regional backgrounds.

scholarly journals THE IMPACT OF LEADERSHIP ON TURNOVER INTENTION: THE MEDIATING ROLE OF ORGANIZATIONAL COMMITMENT AND JOB SATISFACTION

2017 ◽  
pp. 27-41 ◽  
Author(s):  
Alicia Jia Ping Lim ◽  
Joshua Teck Khun Loo ◽  
Pey Huey Lee
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Mediating Effect ◽  
Organisational Commitment ◽  
Mediating Role ◽  
The Relationship ◽  
A Company

High undesirable employee turnover is a prevalent issue in today’s contemporary business organisations which has resulted in both direct and indirect costs for organisations. This research was carried out in the Finance Shared Service Center (SSC) of a company where the employee turnover rate is increasing at an alarming rate over the past three years. This study was conducted to investigate the relationship between transformational leadership, job satisfaction, organisational commitment and turnover intention. In particular, this study focuses on the mediating effect of job satisfaction and organisational commitment on the relationship between transformational leadership and turnover intention. A total of 100 useable responses were collected from the total population in the Finance SSC of a company using survey method. The data collected were analysed by using SPSS version 22 and SMART PLS 3.0. Partial Least Squares Structural Equation Modelling (PLS-SEM) approach was deployed to validate the research model and the research hypotheses. Result reveals an insignificant negative relationship between transformational leadership and turnover intention. However, job satisfaction is demonstrated to fully mediate the relationship between transformational leadership and turnover intention. Transformational leadership indirectly influences turnover intention through mediating role of job satisfaction. This study provides both theoretical contribution and managerial recommendations. Limitation of this study relates to cross sectional design and small sample size. Hence, it is recommended that future research should consider longitudinal study and to conduct similar research for the entire industry or in other organisational contexts.

scholarly journals The Influences of Career Development, Job Satisfaction, And Organizational Commitment on Employee Turnover Intention (Case Study on The Assistant Level Employees of PT. Bank Negara Indonesia (Persero) Tbk. Regional Office X)

2020 ◽  
Vol 1 (1) ◽  
pp. 30
Author(s):  
Kartika Hinayasati Zagoto
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Career Development ◽  
Significant Influence ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Sampling Technique ◽  
Total Sample ◽  
Regional Office ◽  
Employee Turnover Intention

This study aims to examine and analyze the influences of career development, job satisfaction, and organizational commitment on employee turnover intention on the assistant level employees of PT Bank Negara Indonesia (Persero) Tbk. Regional Office X. This study is quantitative research with a total sample of 86 employees and processed by using SPSS for Windows version 22.0. The probability sampling technique is proportionate random sampling, while the data analysis technique is Multiple Linear Regression. The results show that: career development has a significant influence on turnover intention, job satisfaction does not have a significant influence on turnover intention, organizational commitment has a significant influence on turnover intention, and the F test shows that career development, job satisfaction, and organizational commitment simultaneously have a significant influence on employee turnover intention at the assistant level employees of PT Bank Negara Indonesia (Persero) Tbk. Regional Office X.

scholarly journals Relationship between Job Satisfaction and Turnover Intention: Evidence from Bangladesh

2020 ◽  
Vol 10 (2) ◽  
pp. 99-XX
Author(s):  
Shaikh Moksadur Rahman
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Exploratory Study ◽  
Turnover Rate ◽  
Job Security ◽  
Negative Consequences ◽  
Related Factors ◽  
Depth Analysis ◽  
Regression Techniques ◽  
The Relationship

Nowadays job satisfaction and turnover intention are the most important and widely researched variables. Job satisfaction increases loyalty and professional commitment to the organization which leads to productivity. On the other hand, the turnover intention has serious negative consequences for effective organizational operations. The purpose of this exploratory study is to find out the relationship between job satisfaction and turnover intention of employees working in some selected sectors in Comilla, Bangladesh. The study considered a sample of 355 employees across various sectors to find out the different opinions about the levels of their satisfaction related factors and turnover intention. For the purpose of in-depth analysis, statistical tools, inter-correlation matrix, and multiple regression techniques had been used. The results indicate that there were a significant inverse relationship between job security-turnover intention, pay-turnover intention, and promotion-turnover intention. The results will help organizations understand how to address employees’ demands and concerns toward their jobs and discover successful ways of retaining them. This in turn will reduce the turnover rate and the associated costs.  

scholarly journals Bagaimana peran kepuasan dan stres kerja pada turnover intention karyawan?

2019 ◽  
Vol 4 (1) ◽  
pp. 49-58
Author(s):  
Rizal Dwiki Ramadhan ◽  
Hari Mulyadi ◽  
Eded Tarmedi
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Work Stress ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Textile Industry ◽  
Turnover Rate ◽  
Unit Of Analysis ◽  
Employee Turnover Intention ◽  
Production Section

The purpose of the study was to determine the effect of job satisfaction on turnover intention, work stress on turnover intention, job satisfaction and work stress on turnover intention. The object that becomes the unit of analysis in this study is the employee of the production section in the textile industry. The type of research used is descriptive with the method used is explanatory survey with a sample of 107 respondents. The results of this study found that the effect of job satisfaction on turnover intention was included in the medium category. Job stress has an effect on employee turnover intention. Job satisfaction and work stress have an effect on the turnover intention of PT X textile industry employees. In this study it was found if the condition of job satisfaction is good, it will reduce the turnover rate of employee intention. In addition, if the work stress level is low, then the turnover of the intention of the textile industry employees will be low.

The Relationship Among Job Satisfaction, Oreganizational Commitiment and Employees’ Turnover at Unilever Corporation in Nigeria

2017 ◽  
Vol 5 (1) ◽  
pp. 370
Author(s):  
Chiemeke Kingsley Chiedu ◽  
Choi Sang Long ◽  
Hapriza BT Ashar
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Performance ◽  
Employee Turnover ◽  
Turnover Intentions ◽  
Pearson Correlation ◽  
Negative Relationship ◽  
Survey Method ◽  
Employee Turnover Intentions ◽  
The Relationship

Employee turnover has become a key performance indicator for many organizations as they struggle to retain talented employees. The negative impact of turnover on organizational performance has continually forced organizational leaders to seek better ways of retaining valuable employees. The relationship between man and work has always attracted the attention of philosophers. A major part of men’s life is spent at work. Work is social reality and social expectation to which men seem to conform. It not only provides status to the individual but also binds him to the society. An employee who is satisfied with his job would perform his duties well and be committed to his job, and subsequently to his organization. This paper examines relationship among job satisfaction, organizational commitment and employees’ turnover intentions at Unilever Corporation in Nigeria. The data for this study was collected from 117 employees currently working at Unilever Nigeria PLC using the survey method via the questionnaire. Pearson Correlation and the multiple regression analysis techniques using the SPSS version 22.0 was used for the data analysis. The findings of the study revealed that both job satisfaction and organizational commitment have significant negative relationship with employee turnover intentions. In addition, organizational commitment was revealed to have a more dorminant influence on employee turnover intentions than job satisfaction. Based on these findings, the implications, recommendations, practice, and theory were discussed.

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