Examining the Mediation of Job Satisfaction in the Relationship between Work Stress and Turnover Intention in Textile Company

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.

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Peran Stres Kerja Terhadap Niat Berhenti Bekerja di Moderasi Oleh Tekanan Psikologis Akibat Covid-19

Psikostudia : Jurnal Psikologi ◽

10.30872/psikostudia.v10i2.5928 ◽

2021 ◽

Vol 10 (2) ◽

pp. 184

Author(s):

Dhea Rizky Ardini ◽

Endang Parahyanti

Keyword(s):

Psychological Distress ◽

Pilot Study ◽

Work Stress ◽

Turnover Intention ◽

Process Model ◽

Sampling Technique ◽

Stress Scale ◽

Measuring Scale ◽

The Relationship

Berdasarkan studi terbaru, tekanan psikologis akibat covid-19 memiliki pengaruh terhadap niat untuk berhenti bekerja. Penelitian ini bertujuan untuk melihat peran tekanan psikologis akibat covid-19 terhadap stress kerja dan niat berhenti bekerja pada ibu bekerja. Studi kuantitatif dilaksanakan di masa pandemi covid-19 dengan menyebarkan kuesioner daring dengan teknik accidental sampling. Alat ukur yang digunakan telah melalui uji coba terlebih dahulu, yaitu Skala Niat Berhenti Bekerja (a= 0.82), Skala Stres Kerja (a= 0.79), dan Skala CORPD (a= 0.75). Hasil analisis statistik menggunakan Model 1 PROCESS Hayes menunjukkan efek interkasi antara stress kerja dan tekanan psikologis akibat covid-19 terhadap niat berhenti bekerja tidak signifikan b=0.11, t(203)= 0.75, p > 0.01, Cl95%[-0.18, 0.40]. Dengan demikian dapat dikatakan bahwa variabel tekanan psikologis akibat covid-19 tidak menunjukkan efek moderasi yang signifikan, sehingga tidak memperkuat hubungan antara stress kerja dengan keinginan berhenti bekerja.Based on a recent study, psychological stress due to COVID-19 has an influence on turnover intention. This study aims to look at the role of covid-19 psychological distress on work stress and turnover intention for working mothers. The quantitative study was carried out during the COVID-19 pandemic by distributing online questionnaires using the accidental sampling technique. The measuring scale used have been tested beforehand on a pilot study, consist of Turnover Intention Scale (a= 0.82), Work Stress Scale (a= 0.79), and the CORPD Scale (a= 0.75). The results of the analysis using the Hayes PROCESS Model 1 shows that the interaction effect between work stress and covid-19 psychological distress on turnover intention was not significant (b=0.11, t(203)= 0.75, p > 0.01, Cl95%[-0.18, 0.40]). Thus, this can be concluded that the covid-19 psychological distress does not show a significant moderating effect, so it does not strengthen the relationship between work stress and the turnover intention.

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

GATR Journal of Management and Marketing Review - JMMR Vol 4(3) JUL-SEP 2019 ◽

10.35609/jmmr.2020.5.1(3) ◽

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.

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The Role of Fun at Work towards Job Satisfaction of Employee with Work Engagement as Mediator

Sebelas Maret Business Review ◽

10.20961/smbr.v3i2.16800 ◽

2019 ◽

Vol 3 (2) ◽

pp. 31

Author(s):

Yan Ayu Permatasari ◽

Asri Laksmi Riani

Keyword(s):

Job Satisfaction ◽

Work Engagement ◽

Sampling Method ◽

Work Satisfaction ◽

Sampling Technique ◽

Work Involvement ◽

The Relationship

The purpose of this study is to examine the effect of fun at work on job satisfaction with work engagement as a mediation variable. Specifically, this study is intended is to find out the relationship between fun at work and work engagement, fun at work and work satisfaction, and fun at work and work satisfaction mediated by work engagement. Data were collected through surveys and conducted by distributing questionnaires to the company. The sampling technique used is a saturation sampling method, which all members of the population were used as the sample. The sample consisted of 65 respondents. The results of this study suggests that fun at work significantly affects work engagement. In addition, work involvement indirectly mediates between fun at work and job satisfaction. This phenomenon possibly can occur because a fun workplace can stimulate a good mood and excitement for employees in doing their job.

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PERAN KOMITMEN ORGANISASIONAL DALAM MEMEDIASI PENGARUH STRES KERJA TERHADAP TURNOVER INTENTION DI BALI ROCHMAT JAYA

E-Jurnal Manajemen Universitas Udayana ◽

10.24843/ejmunud.2018.v07.i12.p07 ◽

2018 ◽

Vol 7 (12) ◽

pp. 6561

Author(s):

I Gede Yudika Putra ◽

I Komang Ardana

Keyword(s):

Organizational Commitment ◽

Work Stress ◽

Turnover Intention ◽

High Turnover ◽

The Third ◽

Analysis Technique ◽

The World ◽

Negative Effect ◽

The Relationship

Turnover intention is one form of behavior withdrawal in the world of work, but it is also a right for every individual to determine his choice company. Turnover is a serious problem in the field of Human Resource Management related to high turnover of labor. This study aims to determine the role of organizational commitment in mediating the influence of work stress on turnover intention. This research was conducted at PT Bali Rochmat Jaya, the sample was determined using census method and got a sample of 40 employees. Data collection using questionnaires. The analysis technique used is factor analysis and path analysis to test the effect of work stress and organizational commitment to turnover intention. The results of the first work stress have a negative effect on organizational commitment. Both of them show work stress positively influence to turnover intention. The third shows organizational commitment negatively affecting turnover intention, and finally the hypothesis of organizational commitment mediates significantly the relationship between work stress on turnover intention.

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PENGARUH STRES KERJA TERHADAP TURNOVER INTENTION YANG DIMEDIASI OLEH KEPUASAN KERJA

E-Jurnal Manajemen Universitas Udayana ◽

10.24843/ejmunud.2019.v08.i06.p13 ◽

2019 ◽

Vol 8 (6) ◽

pp. 3646

Author(s):

Putu Sofia Andi Dewi ◽

Anak Agung Ayu Sriathi

Keyword(s):

Job Satisfaction ◽

Job Stress ◽

Work Stress ◽

Turnover Intention ◽

Random Sampling ◽

Sampling Method ◽

Work Capacity ◽

Stratified Random Sampling ◽

Analysis Technique

This study aims to determine the effect of work stress and job satisfaction on turnover intention and also to know the role of job satisfaction in mediating the influence between work stress and turnover intention. The number of samples taken was 72 employees, using the proportionate stratified random sampling method. The analysis technique used in this study is path analysis and sobel test. The results of the analysis show that work stress has a positive and significant effect on turnover intention. Job stress has a negative and significant effect on job satisfaction. Job satisfaction has a negative and significant effect on turnover intention. The results of this study also show that job satisfaction mediates work stress on turnover intention. To reduce turnover intention, the hospital must be able to control the stress level of employees by paying attention to the workload given to individual work capacity and also the time given in completing work. The hospital is also advised to give awards to employees who have done their jobs well. Keywords: job stress, job satisfaction, turnover intention

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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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Mediasi Kepuasan Kerja dan Stres Kerja pada Hubungan antara Program Jamsostek dan Kinerja Karyawan Studi Kasus pada Perusahaan Swasta di DIY dan Solo

Jurnal Maksipreneur Manajemen Koperasi dan Entrepreneurship ◽

10.30588/jmp.v3i1.89 ◽

2013 ◽

Vol 3 (1) ◽

pp. 75

Author(s):

Eny Sulistyowati ◽

Totok Danangdjojo

Keyword(s):

Job Satisfaction ◽

Social Security ◽

Job Stress ◽

Work Stress ◽

Program Performance ◽

Social Security Program ◽

Mediating Role ◽

The Social ◽

The Relationship

This study aims to explain the influence of the Social Security program on performance and job satisfaction and job stress as a mediating variable. In addition, this study also describes the effect of job satisfaction on the performance and the effect of work stress on performance. The relationship of each variable in this research is to be measured by conducting a survey on 145 employees of private companies that included in Social Security program on DIY and Solo. Then the path analisys used to test the effect of social security program performance in mediation by job satisfaction, performance and job stress, job satisfaction, and examines the effect on the performance and the effect of work stress on performance. The results showed that the social security program significant positively affects job satisfaction and performance. Job satisfaction was also positively and significantly affect performance. Even though mediating role of job satisfaction in the relationship between social security program performance partial. Because merely direct relationship between social security program with greater performance than the mediating role of job satisfaction. Social Security program did not significantly affect the stress of work, as well as job stress did not significantly affect performance. Therefore, the mediating role of work stress on the relationship between social security program with the performance did not occur. Individual differences and work experience may be a factor that causes no significant relationship between the two variables.

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The Mediating Role of Job Satisfaction in the Work Stress-Marital Interaction Relationship

South African Journal of Psychology ◽

10.1177/008124639402400303 ◽

1994 ◽

Vol 24 (3) ◽

pp. 122-130 ◽

Cited By ~ 7

Author(s):

Lynne Widrich ◽

Karen Ortlepp

Keyword(s):

Job Satisfaction ◽

Work Stress ◽

Causal Link ◽

Work And Family ◽

Specific Aspect ◽

Self Report ◽

Marital Interaction ◽

Marital Functioning ◽

The Relationship

The present study examined the relationship between work stress and a specific aspect of marital functioning, namely, marital interaction. An interactionist model of stress was adopted, with three role stresses, namely, role ambiguity, role conflict and role overload, being used as indicators of work stress. Despite the abundance of studies investigating the link between employment and family functioning over the past decade, the causal link between the two domains remains unclear. As previous research has indicated that the relationship between work and family is neither simple nor linear, the present study aimed to investigate the role of job satisfaction in the relationship. The final sample of the study consisted of 80 married men employed in a large financial organization. Data were gathered in the form of self-report questionnaires. Statistical analysis, using a longitudinal path analytic research design, did not support the proposed mediational model, that is, job satisfaction was not found to mediate the relationship between work stress and marital functioning.

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The Moderating Role of Leader-Member Exchange on the Relationship between Emotional Labor with Job Satisfaction or Turnover Intention

International Journal of Business and Management ◽

10.5539/ijbm.v11n12p83 ◽

2016 ◽

Vol 11 (12) ◽

pp. 83 ◽

Cited By ~ 3

Author(s):

Hakan Turgut ◽

Ismail Tokmak ◽

M. Fikret Ates

Keyword(s):

Job Satisfaction ◽

Emotional Labor ◽

Turnover Intention ◽

Leader Member Exchange ◽

Member Exchange ◽

Relationship Of ◽

The Relationship ◽

Emotional Dilemmas ◽

Moderating Role

It is known in the business world that employees’ display of emotional labor in their relations with customers contributes to the success of the organization. Therefore, the aim of this study is to find out how the emotional dilemmas that employees experience affect their perceptions on job satisfaction and turnover intention and whether leader-member exchange has a moderating role on these relationships. In this respect, we performed a survey on the 371 employees of a company in Turkey. We used the scale developed by Diefendorff et al. (2005) to test emotional labor; the scale developed by Scandura and Graen (1984) to test leader-member exchange; the scale developed by Chen et al. (2009) to test job satisfaction and the scale developed by Scott et al. (1999) to test turnover intention. The all scales were measured valid and reliable for this sample group. In the hierarchical regression analyses, done to test the hypotheses, all variables were included in the model. According to the findings, emotional labor has a significant and positive direct effect on turnover intention and it has a significant and negative direct effect on job satisfaction. All these results taken into consideration, it was confirmed that when emotional labor increases, turnover intention also increases, and job satisfaction decreases. Furthermore, the moderating role of leader-member exchange between the relationship of emotional labor and turnover intention wasn’t approved; however, its moderating role between the relationship of emotional labor and job satisfaction was approved. To sum up, it is estimated that performing emotional labor is inevitable for organizational success and it is essential to develop new methods in order to prevent the negativities resulting from emotional dilemmas.

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PENGARUH KOMPENSASI DAN KEPUASAN KERJA TERHADAP KEINGINAN UNTUK PINDAH DARI PERUSAHAAN (Studi Kasus pada Dealer di Bandarlampung)

Jurnal Akuntansi dan Keuangan ◽

10.23960/jak.v26i2.257 ◽

2021 ◽

Vol 26 (2) ◽

pp. 46-54

Author(s):

Tika Zelin Fitriyana ◽

Fajar Gustiawaty Dewi ◽

Pigo Nauli

Keyword(s):

Job Satisfaction ◽

Turnover Intention ◽

Sampling Method ◽

Turnover Intentions ◽

Sample Selection ◽

Sampling Technique ◽

Significant Positive Effect ◽

Financial Compensation ◽

Purposive Sampling ◽

Positive Effect

Turnover can also be defined as the movement of workers out of the organization. Turnover refers to the final reality faced by an organization in the form of the number of employees who leave the organization in a certain period, while the desire of employees to move (turnover intentions) refers to the results of individual evaluations regarding the continuation of relationships with the organization that have not been manifested in definite actions to leave the organization. This study aims to determine the effect of Financial Compensation on Turnover Intention, Knowing the effect of Non-Financial Compensation on Turnover Intention and Knowing the effect of Job Satisfaction on Turnover Intention. In this study, sample selection was carried out using purposive sampling method. The purposive sampling method is a sampling technique with certain considerations. The sample in the study was selected using purposive sampling and obtained 65 samples. Based on the research results, financial compensation has no significant positive effect on the dependent variable, namely Turnover intention (Y), non-financial compensation has no effect on the dependent variable, namely Turnover intention (Y) and Job Satisfaction has no effect on the dependent variable, namely Turnover intention.

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