scholarly journals The influence of relationship conflict, employee turnover intention, and employee performance

2021 ◽  
Vol 3 (3) ◽  
pp. 15-25
Author(s):  
Gladish Pretirose ◽  
Muafi Muafi
Keyword(s):  
General Hospital ◽  
Significant Influence ◽  
Turnover Intention ◽  
Structural Equation ◽  
Employee Performance ◽  
Medical Center ◽  
Relationship Conflict ◽  
Employee Turnover Intention ◽  
Analytical Test ◽  
Work Burnout

This study discusses the influence of relationship conflict, turnover intention, and employee performance of Gladish Medical Center General Hospital on work burnout as a mediator. The purpose of this study is to examine and analyze the influence of relationship conflict on work burnout as a mediator on turnover intention and employee performance of Gladish Medical Center General Hospital Pesawaran. Researchers use census technique with 70 respondents who are employees of Gladish Medical Center General Hospital Pesawaran. The analytical test uses SmartPLS v.2.0 with SEM (Structural Equation Modelling) analysis method. The results reveal that relationship conflict has a positive and significant influence on turnover intention. Work burnout is proven to mediate the influence of relationship conflict on turnover intention. While relationship conflict has no significant influence on employee performance. Work burnout is proven to mediate the influence of relationship conflict on employee performance. Relationship conflict has a positive and significant influence on work burnout. Work burnout has a positive and significant influence on turnover intention. Work burnout has a negative and significant influence on employee performance.

Evaluating Employee Innovation and Creativity Towards Employee Turnover Intention in the Malaysian Hospitality Industry

2021 ◽  
Vol 11 (4) ◽  
pp. 4378-4404
Author(s):  
Diyana Kamarudin ◽  
Xiaojie Hu ◽  
Yasmin Hussain ◽  
Yee Kai Ling
Keyword(s):  
Work Environment ◽  
Significant Relationship ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Structural Equation ◽  
Hospitality Industry ◽  
Employee Performance ◽  
Main Role ◽  
Employee Turnover Intention ◽  
Leadership Motivation

Hospitality industry plays a main role and has become a major sector in Malaysia’s economy. However, there are some challenges in the hospitality industry such as employee turnover which could have various consequences to organizations. The purpose of this research is to investigate the factors affecting employee turnover intention, either directly or indirectly. Previous studies have suggested that employee turnover intention could be affected by factors such as leadership, motivation, communication, work environment and infrastructure both directly and indirectly. Employee innovation and creativity as a mediating factor could also affect its relationship with turnover intention of employees. The research design for this study was quantitative research method using questionnaires as the data collection method. Purposive sampling was used to sample 152 hotel employees within the West of Malaysia. Structural Equation Modelling was used to analyze the data using SmartPLS software. Results indicated that leadership, motivation, communication, and work environment and infrastructure had significant relationship with employee innovation and creativity. Apart from that, leadership, motivation and communication also have significant relationship with the employee turnover intention. Turnover is a major issue within companies not only for the company’s sustainability, but also for the health and wellbeing of their employees. As an implication, organizations should understand that their leadership characteristic and environment has a tremendous impact to burnout and employee performance.

MOTIVASI MEMEDIASI PENGARUH PELATIHAN DAN LINGKUNGAN KERJA TERHADAP KINERJA KARYAWAN PT. TELKOM WITEL YOGYAKARTA

2020 ◽  
Vol 28 (1) ◽  
pp. 71-88
Author(s):  
Tyas Tunjung Sari ◽  
Pandu Nuansa Luhur
Keyword(s):  
Work Environment ◽  
Significant Influence ◽  
Structural Equation ◽  
Employee Performance ◽  
Partial Least Square ◽  
Least Square ◽  
Primary Data ◽  
Version 2.0 ◽  
Analyze Data

This study aims to determine the motivation of work to mediate the effect of training and work environment on employee performance at PT. Telkom Witel Yogyakarta Yogyakarta. The purpose of this study is to determine and analyze 1) the effect of training on employee performance at PT. Telkom Witel Yogyakarta 2) the effect of training on employee performance through motivation at PT. Telkom Witel Yogyakarta 3) the influence of the work environment on employee performance at PT. Telkom Witel Yogyakarta 4) the influence of the work environment on employee performance through motivation at PT. Telkom Witel Yogyakarta. This study uses primary data through research on 62 respondents. Structural Equation is used to analyze data, using PLS (Partial Least Square) version 2.0. The results of this study indicate that there are 1) positive and significant influence of training on employee performance 2) positive and significant influence of work environment on employee performance 3) positive and significant effect of training on employee performance through motivation 4) positive and significant influence of work environment on employee performance through motivation.

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 Peran Komitmen Organisasi dalam Menurunkan Pengaruh Negatif Turnover Intention terhadap Kinerja Karyawan (Studi kasus: GroupM Indonesia)

2019 ◽  
Vol 9 (2) ◽  
pp. 81-90
Author(s):  
Aria Andriyadi ◽  
Anggraini Sukmawati ◽  
U Dyah Syafitri
Keyword(s):  
Organizational Commitment ◽  
Turnover Intention ◽  
Structural Equation ◽  
Employee Performance ◽  
Negative Influence ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
High Turnover ◽  
Moderator Variable

Information about the factors that influence turnover intention is needed by managerial in providing strategic steps to overcome the negative effects of high turnover intention. This study aims to analyze the effect of turnover intention on employee performance with organizational commitment as a moderator variable. The sampling method used was the proportionate stratified random sampling technique. The research data used respondents' perceptions of the variables, then analyzed using Structural Equation Modeling-Partial Least Square (SEM-PLS) method. The results of this study indicate that turnover intention has a negative relation toward employee performance and commitment, although not significant. This condition can occur because of tugging to get high-performing talents in the service industry. This condition is triggered by the increasingly open competition in the world of work so that employees are aware of having to create a positive impression for the company to be left, which will usually be a recommendation to the next destination company. High organizational commitment is an important factor in improving employee performance. High organizational commitment will reduce the desire of employees to leave a company (turnover intention) and reduce the negative influence on employee performance, so that despite high turnover intention, employee performance is remaining high. This happens especially in service companies whose main capital is human resources.

scholarly journals EMPOWERING LEADERSHIP DAN KINERJA PEGAWAI: SEBUAH STUDI EMPIRIS PADA DISTRIK X KABUPATEN MAYBRAT

2021 ◽  
Vol 6 (2) ◽  
pp. 149-156
Author(s):  
Reijeng Tabara ◽  
Niar Azriya ◽  
Uswatul Mardliyah
Keyword(s):  
Structural Equation Modeling ◽  
Least Squares ◽  
Significant Influence ◽  
Structural Equation ◽  
Employee Performance ◽  
Equation Modeling ◽  
Empowering Leadership ◽  
Significance Level ◽  
A Value ◽  
West Papua

The purpose of this study is to determine the influence of Empowering Leadership on the performance Employees of District X Maybrat Regency. The study used Partial Least Squares (PLS) with Structural Equation Modeling (SEM) techniques to analyze 45 employees. The results showed there was a positive and significant influence between Empowering Leadership on employee performance with a value TStatistic greater than Tsabel (Tstatistic 31,692 1,679 Ttabel) at a significance level of 5% (0.05). The results of this study indicate that the higher Empowering Leadership that the organization has, the more it will improve the performance of Employees in District X Maybrat regency of West Papua

scholarly journals MOTIVASI MEMEDIASI PENGARUH PELATIHAN DAN LINGKUNGAN KERJA TERHADAP KINERJA KARYAWAN PT. TELKOM WITEL YOGYAKARTA

2020 ◽  
Vol 28 (1) ◽  
pp. 71-88
Author(s):  
Tyas Tunjung Sari ◽  
Pandu Nuansa Luhur
Keyword(s):  
Work Environment ◽  
Significant Influence ◽  
Structural Equation ◽  
Employee Performance ◽  
Partial Least Square ◽  
Least Square ◽  
Primary Data ◽  
Version 2.0 ◽  
Analyze Data

This study aims to determine the motivation of work to mediate the effect of training and work environment on employee performance at PT. Telkom WitelYogyakarta Yogyakarta. The purpose of this study is to determine and analyze 1) the effect of training on employee performance at PT. Telkom Witel Yogyakarta 2) the effect of training on employee performance through motivation at PT. Telkom Witel Yogyakarta 3) the influence of the work environment on employee performance at PT. Telkom Witel Yogyakarta 4) the influence of the work environment on employee performance through motivation at PT. Telkom Witel Yogyakarta. This study uses primary data through research on 62 respondents. Structural Equation is used to analyze data, using PLS (Partial Least Square) version 2.0. The results of this study indicate that there are 1) positive and significant influence of training on employee performance 2) positive and significant influence of work environment on employee performance 3) positive and significant effect of training on employee performance through motivation 4) positive and significant influence of work environment on employee performance through motivation. 

scholarly journals The Effect of Training Satisfaction to Turnover Intention Mediated by Organizational Citizenship Behavior and Job Satisfaction in Employees of Bank Syariah in Jakarta

Webology ◽  
2020 ◽  
Vol 17 (2) ◽  
pp. 551-567
Author(s):  
Cindy Prilyana ◽  
Deasy Aseanty
Keyword(s):  
Job Satisfaction ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Turnover Intention ◽  
Structural Equation ◽  
Negative Impact ◽  
Employee Performance ◽  
Equation Model ◽  
Citizenship Behavior ◽  
Training Satisfaction

One of the Islamic banks that implements sharia principles in carrying out its operations is one of them is Syariah Bank. Companies need employees who remain or remain in the company. To anticipate Turnover Intention that can have a negative impact on employee performance and company income in training programs, the behavior of good Organizational Citizenship Behavior in the organization, and companies must pay more attention to employees so that job satisfaction can be minimized Turnover Intention arises in the intention of employee. The purpose of this study was to analyze the effect of Satisfaction Training, analyze the influence of Organizational Citizenship Behavior, analyze the effect of Job Satisfaction, analyze the effect of Turnover Intention, analyze the effect of Satisfaction Training on Turnover Intention, analyze the effect of Satisfaction Training on Organizational Citizenship Behavior, analyze the influence of Organizational Citizenship Behavior on Turnover Intention, analyzes the effect of Satisfaction Training on Job Satisfaction, and analyzes the effect of Job Satisfaction on Turnover Intention. This research was carried out on Syariah bank employees in Jakarta with the number of respondents 110 by carrying out the data analysis method of Structural Equation Model (SEM) 16.0 software. The limitations of the research in this study are only to Syariah Banks and limited to only six variables.

scholarly journals The moderating impact of resilience on the relationship between workplace incivility and turnover intentions: a proposed study in Dubai retail SME’s

2017 ◽  
Vol 1 (1) ◽  
pp. 236-243
Author(s):  
Yasin Shahryari ◽  
Kamarul Zaman Ahmad
Keyword(s):  
Emotional Exhaustion ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Workplace Incivility ◽  
Equation Modeling ◽  
High Turnover ◽  
Mediating Role ◽  
Employee Turnover Intention

This is a theoretical paper that aims to explore the determinants of employee turnover intention among retail SMEs in Dubai in terms of incivility (customer, coworker, supervisor) and the mediating role of emotional exhaustion with the moderating effect of resilience. The retail industry in Dubai will be one of the main beneficiaries of the study since it appears that they suffer high turnover intention and cost. Managements and owners of retail SMEs in Dubai would be able to get a better idea of the determinants of employee turnover intention and workplace incivility through the analysis and recommendations developed by the research. Data would be gathered from participants (i.e. employees of retail SMEs in Dubai) who have direct contact with customers, coworkers and supervisors/ management. Viewed in this manner, data gathered would be analyzed in two stages, using descriptive statistics and structural equation modeling using computer software including, SPSS/STATA, AMOS/ Smart-PLS. This paper would elaborate the literature on turnover intention and incivility Subsequently, the research will illustrate the mediating role emotional exhaustion and the moderation effect of resilience among retail SMEs employees in Dubai. Keywords: Incivility, Turnover intentions, Resilience, SMEs

scholarly journals Pengaruh Pandemik Covid-19 Terhadap Pendapatan Tempat Wisata dan Kinerja Karyawan Pariwisata di Jakarta

2020 ◽  
Vol 1 (1) ◽  
pp. 1-14
Author(s):  
Soehardi Soehardi ◽  
Diah Ayu Permatasari ◽  
Janfry Sihite
Keyword(s):  
Significant Influence ◽  
Structural Equation ◽  
Employee Performance ◽  
Simple Random Sampling ◽  
Equation Model ◽  
Partial Least Square ◽  
Least Square ◽  
Tourist Attractions ◽  
Work From Home ◽  
Average Variance

This study aims to determine the impact of the co-19 pandemic on the tourism industry, especially tourism and entertainment revenue as well as the performance of tourism employees in Jakarta. The research method used is a quantitative research method with composite reliability analysis, cronbach's alpha, average variance extracted, t test and r square using Partial Least Square (PLS) Structural Equation Model (SEM). The population in this study were all tourism employees in Jakarta using simple random sampling data obtained amounted to 93. There is a significant influence of the covid-19 pandemic on the performance of tourism employees in Jakarta. The longer the covid-19 pandemic, the more influence on the decline in the performance of tourism employees. The most dominant of covid-19 pandemic indicator is the inherent risk of covid-19 transmission compared to other indicators such as massive testing, equipment availability and health protocols. The most dominant of employee performance indicator is task performance by way of work from home and work from office when compared to other indicators such as adaptive performance or contextual performance. Temporary closure of tourist attractions and entertainment has a negative impact on the decline in tourism employee performance such as employee reductions, salary deduction and incentives and layoffs. There is a significant influence of the co-19 pandemic on the revenue of tourist attractions in Jakarta. The longer of covid-19 pendemic, the more influence on income decreases tourist attractions. The most dominant indicator of tourist and entertainment revenue is the amount of original regional revenue from the tourism and entertainment tax sector. There is a significant influence of tourist attraction revenue on the performance of tourism employees in Jakarta. Revenue of tourist attractions decreases, then the effect on the decline in the performance of tourism employees. Keywords: covid-19 pandemic, revenue of tourism places and tourism employee performance   Abstrak Penelitian ini bertujuan untuk mengetahui dampak pandemik covid-19 pada industri pariwisata, khususnya pendapatan tempat wisata dan hiburan serta kinerja karyawan pariwisata di Jakarta. Metode penelitian yang digunakan adalah metode penelitian kuantitatif dengan analisis composite reliability, cronbach’s alpha, average variance extracted, uji t dan r square menggunakan Partial Least Square (PLS) Structural Equation Model (SEM). Populasi dalam penelitian ini adalah seluruh karyawan pariwisata di Jakarta dengan menggunakan simple random sampling diperoleh data berjumlah 93. Pengaruh yang signifikan pandemik pandemik covid-19 terhadap kinerja karyawan pariwsata di Jakarta. Semakin lama pandemik covid-19, maka semakin berpengaruh pada penurunan kinerja karyawan pariwisata. Indikator pandemik covid-19 yang paling dominan adalah resiko inheren penularan covid-19 dibandingkan dengan indikator lainnya seperti massive testing, equipment availability dan protokol kesehatan. Indikator kinerja karyawan yang paling dominan adalah kinerja tugas atau task performance dengan cara work from home and work from office apabila dibandingkan dengan indikator lainnya seperti kinerja adaptif atau adaptive performance and kinerja kontektual atau contextual performance. Penutupan sementara tempat wisata dan hiburan berdampak negatif pada penurunan kinerja karyawan pariwisata seperti pengurangan karyawan, pemotongan gaji dan insentif serta pemutusan hubungan kerja (PHK). Pengaruh pandemik covid-19 terhadap pendapatan tempat wisata di Jakarta. Semakin lama pendemik covid-19, maka semakin berpengaruh pada penurunan pendapatan pendapatan tempat wisata. Indikator pendapatan tempat wisata dan hiburan yang paling dominan adalah jumlah penerimaan asli daerah dari sektor pajak wisata dan hiburan. Pengaruh pendapatan tempat wisata terhadap karyawan pariwsata di Jakarta. Pendapatan tempat wisata semakin menurun, maka berpengaruh pada penurunan kinerja karyawan pariwisata. Kata kunci: pandemik covid-19, pendapatan tempat wisata dan kinerja karyawan pariwisata.

Responsible leadership an obstacle for turnover intention

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Raheel Yasin ◽  
Sarah Obsequio Namoco ◽  
Junaimah Jauhar ◽  
Noor Fareen Abdul Rahim ◽  
Najam Ul Zia
Keyword(s):  
Turnover Intention ◽  
Employee Turnover ◽  
Structural Equation ◽  
Ethical Climate ◽  
Equation Modeling ◽  
Responsible Leadership ◽  
Content Type ◽  
Mediating Role ◽  
Employee Turnover Intention

Purpose The purpose of this paper is to investigate the extent to which ethical climate mediates between responsible leadership and employee turnover intention. Design/methodology/approach This study used the deductive logic approach to develop hypotheses and analytical framework. Data were collected through convenience sampling technique from branch-level employees of the Bank of Punjab Pakistan working in Lahore, Gujranwala and Gujrat Region. Data were analyzed to test the hypotheses via descriptive analysis and structural equation modeling using SPSS and Smart PLS. Findings Results confirmed a significant positive association between responsible leadership and ethical climate and a negative association between ethical climate and employee turnover intention. Furthermore, results also confirmed the mediating role of ethical climate between responsible leadership and turnover intention. Practical implications This study enhances the existing literature regarding responsible leadership, ethical climate and turnover intention. It also helps professionals to review their policies. Originality/value The theoretical contribution of this paper lies in exploring the relationship between responsible leadership and ethical climate. The current study empirically examined the mediating role of an ethical climate between responsible leadership and employee turnover. It contributes also to the literature regarding responsible leadership, ethical climate and turnover intention.

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