scholarly journals Turnover Intention Analysis in Digitalization Era Within Covid-19 Pandemic Situation

2021 ◽  
Vol 9 (1) ◽  
pp. 19-33
Author(s):  
Lie Gunadi ◽  
Antonius Siahaan ◽  
Ardi Adji
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Negative Impact ◽  
Positive Impact ◽  
Working Hours ◽  
Fringe Benefit ◽  
Working Environment ◽  
Fringe Benefits ◽  
Employee Turnover Intention

The phenomenon of the digitalization era has an impact on high employee turnover. On the other hand, the Covid-19 pandemic impacted a lockdown in many countries and regions which in turn, in many businesses and employees being affected (reducing costs, reducing working hours, and even laying off work relations). Taking a sample of various organizations in Indonesia, this study analyzed the factors that cause employee turnover intention (dependent variable) such as employee satisfaction (moderating variable), also remuneration & promotion, fringe benefit, working environment, and perceived external employment as independent variables.  The research study was conducted based on 219 respondents who are in various industries. The results showed that working environment and fringe benefits have a positive impact to job satisfaction, job satisfaction has a negative impact to turnover intention and perceived alternate external employment has a positive impact to turnover intention inline with the predictions on the hypothesis. Meanwhile remuneration and perceived alternate external employment didn't have a significant impact on job satisfaction, as well as working environment, remuneration & promotion, and fringe benefits to turnover intention.

scholarly journals The Impact of Transformational Leadership on Job Satisfaction and Employee Turnover Intentions: A Conceptual Review

2021 ◽  
Vol 124 ◽  
pp. 08005
Author(s):  
Evelyn Gan ◽  
Mung Ling Voon
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Leadership Style ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Turnover Intentions ◽  
Working Environment ◽  
Future Research ◽  
Employee Turnover Intention ◽  
The Impact

All employees deserve a decent working environment in order to be productive in their work. High employee turnover has adverse effects on economic growth as companies incur additional costs and experience drop in productivity. Hence, identifying the factors that reduce employee turnover intention is in line with Sustainable Development Goals. This review paper aims to improve our understanding of the relationship between transformational leadership style and job satisfaction, and examines their impact on reducing employee turnover intention. The literature review has proved that transformational leadership and job satisfaction greatly influence an employee’s decision to leave or stay with his or her organisation. Based on the literature, this paper also provides recommendations for future research areas that would provide valuable information in helping organisations reduce employee turnover intention, and ultimately employee turnover.

Job crafting and turnover intention: The mediating role of work engagement and job satisfaction

2020 ◽  
Vol 48 (2) ◽  
pp. 1-9 ◽  
Author(s):  
Taotao Zhang ◽  
Bingxiang Li
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Structural Equation ◽  
Job Crafting ◽  
Equation Modeling ◽  
Employee Turnover Intention ◽  
Validated Questionnaire

The aims in this study were to examine the influence of job crafting, job satisfaction, and work engagement on employee turnover intention, and to investigate the role of work engagement and job satisfaction as mediators in the relationship between job crafting and employee turnover intention. A validated questionnaire was used to collect data from 212 employees of a service company in China. The results of structural equation modeling showed that work engagement and job satisfaction partially mediated the job crafting–turnover intention relationship. These findings extended prior research and confirmed that job crafting, job satisfaction, and work engagement were each a predictor of employee turnover intention. These findings suggest that the turnover intention of employees could be reduced through generating job-crafting behaviors, and by improving job satisfaction and work engagement.

scholarly journals PENGARUH STRES KERJA DAN KEPUASAN KERJA TERHADAP TURNOVER INTENTION KARYAWAN PT. FASTRATA BUANA DENPASAR

2020 ◽  
Vol 9 (3) ◽  
pp. 1149
Author(s):  
Heslie Margaretta ◽  
I Gede Riana
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Work Stress ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Sampling Method ◽  
Descriptive Analysis ◽  
Employee Turnover Intention ◽  
Analysis Technique ◽  
Employee Stress

The purpose of this study was to determine the effect of work stress and job satisfaction on turnover intention. The sample in this study were 86 employees who were determined using the saturation sampling method. The analysis technique used is descriptive analysis and Smart PLS. The results show that work stress has  positive significant effect on turnover intention. Job satisfaction has a negative and significant effect on turnover intention.  If job satisfaction is high then the employee job stress is certain to be getting lower and thus the employee's desire to leave the company is lower. Llow level of job satisfaction and high employee stress, so this also results in an increased level of turnover intention. Keywords : Job Stress, Job Satisfaction, Employee Turnover Intention    

scholarly journals PERAN STRES KERJA DAN KEPUASAN KERJA UNTUK MENGURANGI TURNOVER INTENTION

2014 ◽  
Vol 5 (2) ◽  
Author(s):  
Syarifah Nazenin ◽  
Palupiningdyah Palupiningdyah
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Random Sampling ◽  
Sampling Technique ◽  
Employee Turnover Intention ◽  
Negative Effect ◽  
Managerial Level ◽  
Positive Effect

<p>Tujuan penelitian ini untuk menguji pengaruh variabel stres kerja dan kepuasan kerja pada turnover intention karyawan tetap bagian produksi. Sampel penelitian ini adalah 86 responden, menggunakan metode Slovin dengan teknik probability sampling dengan jenis proportionate random sampling. Berdasarkan hasil penelitian, menunjukkan bahwa stres kerja berpengaruh positif signifikan pada turnover intention. Kemudian, kepuasan kerja berpengaruh negatif signifikan. Penelitian ini menyimpulkan, bahwa stres kerja berpengaruh positif dan signifikan pada turnover intention karyawan dan kepuasan kerja berpengaruh negatif dan signifikan terhadap turnover intention karyawan. Implikasi manajerial yang bisa dilakukan adalah dengan pengurangan tingkat stres karyawan dan membuat program untuk tujuan menekan turnover intention, seperti kesempatan promosi dan meningkatkan reward karyawan.</p><p> </p><p>The purpose of this study conducted to examine the effect of work stress and job satisfaction on turnover intention of employee in production department. The sample was 86 respondent, using Slovin method with proportionate random sampling technique. The result showed that job stress has a positive effect on turnover intention while job satisfaction has a negative effect on turnover intention. This study conclude that job stress has positive and significant impact on employee turnover intention and job satisfaction significantly and negatively related to turnover intention of employees. Therefore, it is recommended to managerial level people to reduce stress levels in employees and to create a program for pressing turnover intention, such as promotional opportunities and improve employee rewards.</p>

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

2018 ◽  
Vol 7 (12) ◽  
pp. 6703
Author(s):  
Ni Luh Putu Tita Yanthi Agustini ◽  
Made Subudi
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Justice ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Linear Regression Analysis ◽  
Target Population ◽  
Multiple Linear Regression Analysis ◽  
Employee Turnover Intention ◽  
Negative Effect

The purpose of this study is to determine the effect of job satisfaction, organizational justice, and organizational commitment to employee turnover intention. This research was conducted at PT. BPR Bali Dananiaga Denpasar. The total population in this study is 45 employees, and obtained the target population which is a sample of 34 employees with probability sampling method. Data collection was done through interviews and questionnaires. Data analysis technique used is multiple linear regression analysis. Based on the results of the analysis found that job satisfaction has a negative effect and significant employee turnover intention. These results prove that if the higher job satisfaction perceived by employees, the lower turnover intention employees. Organizational justice has a negative and significant effect on employee turnover intention. These results prove that the higher the employees feel the fairness of the organization the lower turnover intention employees. Organizational commitment has a negative and significant effect on employee turnover intention. These results prove that the higher the commitment in the company, it will be able to reduce employee turnover intention.

scholarly journals Employee Turnover Intention in services sector of Pakistan

2014 ◽  
Vol 4 (2) ◽  
pp. 164 ◽  
Author(s):  
Ehsan Ullah Bajwa ◽  
Muhammad Yousaf ◽  
Muhammad Rizwan
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Total Sample ◽  
Workplace Environment ◽  
Services Sector ◽  
Employee Turnover Intention ◽  
The Government ◽  
High Level

The idea of Employee Turnover Intention (ETI) is becoming hot topic for multinational, domestic and local organizations, even in the government organization’s and private companies. So few of the scholars have discussed many factors which influence the ETI variable, so therefore some of the factors are discussed those are Workplace Environment, Job Satisfaction and Job Performance which give positive affect on ETI. As the studies which are already done on the services sector of Pakistan are not much on the factors like Workplace Environment (WPE) and Job Performance (JP). So the main purpose of that study is to check the influence of WPI, JP and JS on the ETI in the services sector of Pakistan. The total sample size of the respondents of different employees from high level of income to low level of income the data was collected from them were 200, so then the data was processed by using multiple regression analysis software. So we found that job satisfaction(JS), job performance(JP), workplace environment(WPE) give an impact on employee turnover intention(ETI) in the services sector of Pakistan.

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