scholarly journals The Impact of Work Stress on Turnover Intention in Indonesia: Is There A Mediation from Employee' Job Satisfaction?

2020 ◽  
Vol 5 (1) ◽  
pp. 31-40
Author(s):  
Ary Ferdian ◽  
Bachruddin Saleh Luturlean ◽  
Khairani Ditha Zhafira ◽  
Nabilla Kalvina Izumi
Keyword(s):  
Job Satisfaction ◽  
Work Stress ◽  
Turnover Intention ◽  
Jel Classification ◽  
Future Research ◽  
High Turnover ◽  
Private Company ◽  
Relationship Model ◽  
The Impact ◽  
The Relationship

Objective - This paper aims to investigate the impact of the work stress on job satisfaction and employee turnover among the employees in Bandung. Methodology/Technique - The study is conducted between January – April 2019 in a private company in Bandung. We distributed questionnaire to 400 participants through the human resource department in each company and obtained 216 valid and usable participants. We used SPSS software to analyze the regression and Macro Process to identify the mediation role. Findings - The findings reveal a direct effect of work stress on both job satisfaction and turnover intention, and there was also direct significant relationship between job satisfaction and turnover intention. Job satisfaction plays a mediatory role in the relationship between work stress and turnover intention. The results indicate the strategic policies of HR manager that they should consider stress and satisfaction when confront with high turnover. To identify the turnover leave, managers need to conduct routine survey regarding the employee intention. Novelty – The study uses participants from Indonesia which is considered as a collectivist culture which is still limited; thus our contribution is to provide wider perspective regarding the relationship model of work stress, satisfaction, and turnover intention. Both academics and practitioners could use the results of this study as a basis for future research. Type of Paper - Empirical Keywords: Work Stress; Job Satisfaction; Turnover Intention. JEL Classification: M12, M19.

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 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 The Impact Of Emotional Intelligence On Job Outcomes And Its Impact To Turnover Intention

2019 ◽  
Vol 2 (3) ◽  
Author(s):  
WIDYATAMA LUKMAN NUR HAKIM ◽  
ADE IRMA ANGGRAENI
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Organizational Commitment ◽  
Human Resource ◽  
Turnover Intention ◽  
Future Research ◽  
Job Outcomes ◽  
Step Method ◽  
Additional Reference ◽  
The Impact

This research is a human resource analysis study, especially studies on employees of Warung SS Purwokerto. The purpose of this study is to analyze the impact of Emotional Intelligence on Job Outcomes and its impact to Turnover Intention on Warung SS Purwokerto. The samples in this study were 86 people who had been selected using purposive sampling. This study uses the analysis method of Simple Regression Analysis and Causal Step Method. Hypotheses indicate that emotional intelligence directly affects job satisfaction, organizational commitment and Turnover Intention, then job satisfaction and organizational commitment affects Turnover Intention, next  job satisfaction and organizational commitment affect the effect of emotional intelligence on Turnover Intention. The implications of this study indicate that Turnover Intention affected by emotional intelligence, job satisfaction and organizational commitment. This finding will contribute to future research as an additional reference regarding the development of discussions and studies on human resource management.

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.

Enterprise social media: combating turnover in businesses

2020 ◽  
Vol 30 (2) ◽  
pp. 591-610 ◽  
Author(s):  
Murad Moqbel ◽  
Valerie L. Bartelt ◽  
Kazim Topuz ◽  
Kitty L. Gehrt
Keyword(s):  
Job Satisfaction ◽  
Social Media ◽  
Response Bias ◽  
Work Stress ◽  
Turnover Intention ◽  
Equation Modeling ◽  
Content Type ◽  
Enterprise Social Media ◽  
The Impact ◽  
Work Perceptions

PurposeThe purpose of this study is to investigate how enterprise social media (ESM) use combats turnover by impacting work perceptions, and ultimately turnover intention.Design/methodology/approachThis study undertook a survey at a major information technology (IT) corporation. Data from a total of 276 working professionals were collected to test the proposed research model.FindingsThe structural equation modeling results show that ESM increase workplace integration; workplace integration decreased turnover intention, augmented job satisfaction and also reduced job tensions (perceived work stress) – job satisfaction and work stress perceptions influenced turnover intention.Research limitations/implicationsLow response bias is one of the limitations in this study, although this study used a priori and post hoc measures to mitigate non-response bias. This study contributed to the theory by improving our understanding of the role of ESM in combating turnover by impacting work perceptions through the lens of social capital and emotional dissonance theories. This study also has practical implications for managers. The results suggest that incorporating ESM within organizations improves employees' perceptions and behaviors – providing an option for managers to consider it as a way to save costs associated with employee turnover.Originality/valueAlthough several studies have been conducted on ESM, our understanding of the impact of ESM on work perceptions and turnover is still far from complete. This paper helps to close the gap in literature by improving our understanding of how ESM combats turnover by influencing work perceptions in an organization, which provides an essential contribution to research and practice in the field.

scholarly journals The Impact of job stress: An imperative insight into the Banking sector

2013 ◽  
Vol 3 (3) ◽  
pp. 294
Author(s):  
Aliya Ahmad Shaikh ◽  
Memoona Akram ◽  
Muhammad Rizwan ◽  
Shakeela Kousar ◽  
Muneeb Malik
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Job Stress ◽  
Turnover Intention ◽  
Banking Sector ◽  
Work Life ◽  
Job Demand ◽  
The Impact ◽  
The Relationship ◽  
Work Life Conflict

In this era of stiff competition employee performance is the key driving force for organizational success, at the same time pressure become the part & parcel in organizations for keeping employees motivated to win the competitive race. But undue pressure can causes stress which undermines performance .Stress is ubiquitous phenomenon and a straining condition that has a negative impact on an individual’s physical, physiological, personal and family life. Now days, due to the rapid changes and intense competition the banking sector employees are among the victims of stress. This study has been carried out to investigate the causes of job stress (job demand, work life conflict), the impact of job stress on employee job behaviours (job performance, job satisfaction) and outcomes of job stress (turnover intention, burnout) and also the relationship between organizational commitment and job satisfaction is explored. A questionnaire(scales having 38 items) measured against 5 point Likert-type scale is used to evaluate the relationship among variables of interest which analyzed through statistical tests of regression, correlation and reliability of the measures was confirmed. The regression analysis results show that there is no significant relationship among job demands, Job stress and job performance, but variables of job demand, work life conflict, and job stress has a significant positive relationship with each other and same is the case for turnover intention, burnout & job satisfaction which depend upon the stress faced by the banking employees .There is significant positive correlation between job commitment and Job satisfaction. Theoretical implication of this study will be for diverse organizations for understanding the factors that are causing the stress among employees and how to get rid from this evil of stress to increase employee satisfaction, performance and commitment. Recommendations to reduce the stress level are also discussed and focus of future studies is mentioned.

scholarly journals Psychological empowerment and employee attitudinal outcomes

2019 ◽  
Vol 42 (7) ◽  
pp. 797-817
Author(s):  
Tazeem Ali Shah ◽  
Mohammad Nisar Khattak ◽  
Roxanne Zolin ◽  
Syed Zulfiqar Ali Shah
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Employee Satisfaction ◽  
Psychological Capital ◽  
Psychological Empowerment ◽  
Content Type ◽  
Employee Job Satisfaction ◽  
The Impact ◽  
The Relationship

Purpose The main purpose of this paper is to examine the mediating role of psychological capital in the relationship between perceived psychological empowerment and employee satisfaction, normative organizational commitment and turnover intentions. Design/methodology/approach To test the proposed research model, the authors collected field data from seven telecommunication companies located in the Islamabad Capital Territory of Pakistan. Through a two-wave data collection design, a total of 411 participants reported their perceptions about psychological empowerment and psychological capital at Time 1 and their job satisfaction, normative organizational commitment and turnover intention at Time 2. Findings Results supported the hypothesized relationships, showing that psychological capital fully mediates the relationship between perceived psychological empowerment and employee job satisfaction, normative organizational commitment and turnover intention. Research limitations/implications This study relied on cross-sectional data, which does not fully satisfy the conditions of establishing causality. Practical implications Results of this study will help organizations and practitioners to understand the importance of psychological empowerment and psychological capital and how they positively influence organizational performance, including employee job satisfaction, normative organizational commitment and turnover intention. Originality/value Drawing upon the self-determination theory of Deci and Ryan (2000), this study contributes to organizational behaviour literature by proposing and testing psychological capital as an underlying mechanism that can explain the impact of psychological empowerment on employee satisfaction, normative organizational commitment and turnover intention.

scholarly journals APAKAH TUNTUTAN PEKERJAAN DAN STRES KERJA PENENTU TURNOVER INTENTION AUDITOR PADA BEBERAPA KAP DI JAKARTA

2019 ◽  
Vol 16 (1) ◽  
pp. 20-41
Author(s):  
Danira Reggie Pattinasarany
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Work Stress ◽  
Turnover Intention ◽  
Job Demands ◽  
Intention To Leave ◽  
Single Step ◽  
Accounting Firms ◽  
High Level ◽  
The Relationship

This study aims to analyze the effect of job demands, job satisfaction, and job stress on intention to leave work (turnover intention). This study also intends to study the role of job satisfaction and job stress variables in mediating the relationship between job demands and turnover intention. Respondents of this study consist of 50 senior- and junior auditors who are working at the Public Accounting Firms (KAP) and have a maximum of 5-year working experience. The data was solicited through a research questionnaire written in Google forms, where link to the questionnaire was distributed to the respondents by email and WhatsApp. Path analysis is used in analyzing the data following the single-step multiple-mediator model which was introduced by Preacher & Hayes, while data processing is performed using SPSS 21. The results found a significant positive effect of job demands on turnover intention mediated by work stress. Nevertheless, as job demands did not directly affect turnover intention, the relationship between the two occurred only through work stress. These findings indicate that the high job demands faced by auditors working at the KAP will increase work stress. Furthermore, the high level of work stress will increase their desire to leave work (or to increase turnover intention).

scholarly journals Compensation, Job Stress, and Job Satisfaction on Nurse Turnover Intention at Ananda Bekasi Hospital

2021 ◽  
Vol 9 (1) ◽  
pp. 38-44
Author(s):  
Novi Amanda ◽  
Rina Anindita ◽  
M. Reza Hilmy
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Work Stress ◽  
Turnover Intention ◽  
Linear Regression Analysis ◽  
Multiple Linear Regression Analysis ◽  
Turnover Rates ◽  
Time Dimension ◽  
High Turnover ◽  
Workload Analysis

One of the high turnover rates in the hospital occurs in nurses. More attention is needed because turnover can be detrimental to the organization, in terms of cost, resources, and effectiveness of nursing. The research objective is to obtain empirical evidence whether there is an effect of compensation, job stress and job satisfaction on turnover intention at Ananda Bekasi Hospital in 2020. The research method is to use causality design based on the time dimension of one short study. The sample used was saturated sampling, that is, the entire population was sampled for 100 inpatient nurses. The data analysis method uses Multiple Linear Regression Analysis. The results found no negative and significant effect between compensation for turnover intention. There is a positive and significant effect between work stress on turnover intention. There is a negative and significant effect between job satisfaction on turnover intention, and there is an influence between compensation, job stress and job satisfaction on turnover intention. Research findings, that the variable that most influences turnover intention is work stress variable. Managerial implications are expected Ananda Bekasi Hospital to calculate salaries based on the remuneration system, the appropriate assignment system, conduct workload analysis and nurse career development

scholarly journals Toxic leadership: Effects on job satisfaction, commitment, turnover intention and organisational culture within the South African manufacturing industry

2020 ◽  
Vol 18 ◽  
Author(s):  
Amelda Paltu ◽  
Marissa Brouwers
Keyword(s):  
Job Satisfaction ◽  
South African ◽  
Turnover Intention ◽  
Organisational Culture ◽  
The Body ◽  
Toxic Leadership ◽  
Job Outcomes ◽  
The Impact ◽  
The Relationship ◽  
Insight Into

Orientation: The impact of toxic leadership on employees and organisations has only recently become the focus of certain research studies.Research purpose: The general objective of this research was to investigate the relationship between toxic leadership, job satisfaction, turnover intention and commitment. The aim further was to test whether organisation culture mediates the relationship between toxic leadership and certain job outcomes such as job satisfaction, turnover intention and commitment.Motivation for the study: Currently, no knowledge is available on the relationships between toxic leadership and job outcomes within the context of South African manufacturing organisations. Therefore, this study provides South African organisations and researchers with an insight into such a relationship and the mentioned mediation of organisational culture in the process.Research approach/design and method: A cross-sectional research design with a sample size of N = 600 manufacturing employees was used. Product–moment correlations, multiple regression and structural equation modelling were used.Main findings: The test results returned both direct and indirect effects for all the relationships, which indicated only partial mediation in all the tested relationships.Practical/managerial implications: The results provided organisations’ insight into the possible consequences of toxic leadership on employees and the organisations’ culture.Contribution/value-add: The improved understanding of toxic leadership and the relationship with certain job outcomes contributes to the body of knowledge on both the theory of toxic leadership and on employees’ experience of such leadership styles in the work environment.

Sign in / Sign up

Export Citation Format

Share Document