scholarly journals The Effect of Job Stress and Organizational Climate on Turnover Intention Through Job Satisfaction of Sales Employees PT XYZ Distribution in West Jakarta

2020 ◽  
Vol 5 (8) ◽  
pp. 953-965
Author(s):  
Tyas Setyorini ◽  
Charles Bohlen Purba
Keyword(s):  
Job Satisfaction ◽  
Organizational Climate ◽  
Job Stress ◽  
Turnover Intention ◽  
Quantitative Research ◽  
Sampling Method ◽  
Simple Random Sampling ◽  
Sampling Techniques ◽  
Analysis Method ◽  
Sales Employees

This study aims to determine and analyze the effect of work stress and organizational climate on turnover intention through job satisfaction of sales employees of PT. XYZ distribution in West Jakarta. This research method uses quantitative research. The population in this study were all sales employees of PT. XYZ distribution in West Jakarta. The sample used in this study uses probability sampling techniques by means of sampling the simple random sampling method. Then the sample size used in this study were 279 sales employees. The data analysis method used in this study was path analysis with the help of the SPSS version 25.0 program. The results showed that job stress has a negative and significant effect on job satisfaction. Organizational climate has a positive and significant effect on job satisfaction. Job stress has a positive and significant effect on turnover intention. Organizational climate has a negative and significant effect on turnover intention. Job satisfaction has a negative and significant effect on turnover intention. Job stress on turnover intention through job satisfaction has a positive and significant effect. And organizational climate on turnover intention through job satisfaction has a positive and significant effect

scholarly journals THE INFLUENCE OF TRANSFORMATIONAL LEADERSHIPS AND ORGANIZATIONAL COMMITMENT TO TURNOVER INTENTION THROUGH JOB SATISFACTION AS A MEDIATOR

2021 ◽  
Vol 2 (4) ◽  
pp. 630-641
Author(s):  
Lystia Tri Utami ◽  
M. Havidz Aima
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Random Sampling ◽  
Sampling Method ◽  
Simple Random Sampling ◽  
Causality Analysis ◽  
Analysis Method ◽  
Simultaneous Impact

This research aims to uncovered and evaluated those issues which related to the influences that appeared from transformational leadership and organizational commitment towards turnover intention through job satisfaction as a mediator at Operational Directorate employees of PT XYZ. The design which currently used in this research was causality analysis to revealed the connection between each variables. The population in this research was all the employees from Operational Directorate of PT. XYZ which amounted to 1084 employees. The sampling method was performed by simple random sampling with a total of 233 respondents. The data analysis method used SEM-PLS with the results showed that transformational leadership and organizational commitment had a positive and significant impact on job satisfaction. Transformational leadership has no affect towards turnover intention, but the organizational commitment and job satisfaction had a positive and significant impact on turnover intention. The transformational leadership and organizational commitment had a simultaneous impact towards job satisfaction. And the Transformational leadership, organizational commitment and job satisfaction had simultaneous impact towards turnover intention. Job satisfaction has fully mediates the affect which appears from transformational leadership and organizational commitment towards turnover intention.

scholarly journals Effect of Job Stress and Organizational Climate on Turnover Intention with Job Satisfaction as an Intervening Variable for Employees of STMIK STIE Mikroskil

2021 ◽  
Vol 8 (4) ◽  
pp. 468-474
Author(s):  
Purnaya Sari Tarigan ◽  
Paham Ginting ◽  
Elisabet Siahaan
Keyword(s):  
Job Satisfaction ◽  
Organizational Climate ◽  
Job Stress ◽  
Turnover Intention ◽  
Sample Selection ◽  
Sampling Technique ◽  
Analysis Method ◽  
Employee Job Satisfaction ◽  
Qualitative Descriptive ◽  
Spss Software

This study aims to determine the effect of job stress and organizational climate on turnover intention. In addition, this study also tries to prove whether job satisfaction can be used as an intervening variable in the research model. This type of research is a qualitative descriptive study. This research was conducted on the employees of STMIK STIE Mikroskil. The sample selection using proportional random sampling technique shows that the research sample is 95 people. The data analysis method used in this research is path analysis which is carried out with the help of SPSS software. The results showed that job stress and organizational climate have a positive and significant effect on employee job satisfaction at STMIK STIE Mikroskil. Job stress has no effect on turnover intention, while organizational climate has a positive and significant effect on turnover intention. Job satisfaction has no effect on turnover intention. Meanwhile, the intervening variable, namely job satisfaction, is not able to interview the effect of job stress and organizational climate on turnover intention of STMIK STIE Mikroskil employees. Keywords: Job Stress, Organizational Climate, Job Satisfaction, Turnover Intention.

scholarly journals PENGARUH JOB INSECURITY, KEPUASAN KERJA, DAN STRES KERJA TERHADAP TURNOVER INTENTION PADA PT BPR ARTHA PRIMA PERKASA PULAU BATAM

2019 ◽  
Vol 11 (1) ◽  
pp. 70-77
Author(s):  
Regina Desvarani ◽  
Sastra Tamami
Keyword(s):  
Job Satisfaction ◽  
Data Analysis ◽  
Job Stress ◽  
Turnover Intention ◽  
Quantitative Method ◽  
Job Insecurity ◽  
Sampling Techniques ◽  
Analysis Method ◽  
Test Calculation ◽  
F Test

The purpose of this study was to determine the effect of Job Insecurity, Job Satisfaction, JobStress on Turnover Intention at PT BPR Artha Prima Perkasa. This study used a quantitative method bydistributing questionnaires to 32 employees who work at PT BPR Artha Prima Perkasa. Samples weretaken by saturated sampling techniques. The data analysis method used is quantitative analysis,namely reliability test and validity test, classic assumption test, T test and F test, coefficient ofdetermination and multiple linear regression analysis.Based on the results of data analysis, it shows that: Job Insecurity variable has a significanteffect on Turnover Intention with T sig value of 0,000 <0,05, job satisfaction variable shows no effect onTurnover Intention with T sig value of 0,624 <0,05 and Job stress has a significant effect on TurnoverIntention with a T sig value of 0,000 <0,05. Based on the F test calculation, together with Job Insecurity,Job Satisfaction, Job Stress has a significant effect on Turnover Intention with F sig 0,000 <0,05.

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 DAMPAK STRESS KERJA DAN MOTIVASI KERJA TERHADAP KEPUASAN KARYAWAN PADA PT. SRIWIJAYA AIR DI MAKASSAR

2018 ◽  
Vol 1 (2) ◽  
pp. 39-44
Author(s):  
Salma Abdullah ◽  
Ampauleng Ampauleng
Keyword(s):  
Job Satisfaction ◽  
Multiple Regression ◽  
Job Stress ◽  
Employee Satisfaction ◽  
Work Motivation ◽  
Simple Random Sampling ◽  
Total Sample ◽  
Research Data ◽  
Analysis Method ◽  
Influential Variable

This study aimed to analyze the effects of job stress and work motivation on employee satisfaction on Air PT.Sriwijaya Makassar. This research data obtained from questionnaires, literature studies and interviews with relevant parties in accordance penelitian.Teknik destination using multiple regression analysis to test the hypothesis, the F test and t test. Total sample of 53 employees using simple random sampling method.The data analysis method is used in hypothesis testing Multiple Regression Analysis.The results showed that the stress of work and work motivation simultaneously influence and significant impact on job satisfaction of employees at Air PT.Sriwijaya Makassar. Partially, variable work motivation is the most influential variable on job satisfaction.

scholarly journals Effect of Organizational Commitment, Job Stress, And Job Satisfaction on Turnover Intention

2020 ◽  
Vol 8 (10) ◽  
pp. 286-316
Author(s):  
Idham Wahyono ◽  
Setyo Riyanto
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Job Stress ◽  
Turnover Intention ◽  
Quantitative Research ◽  
Turnover Intentions ◽  
Linear Regression Analysis ◽  
Multiple Linear Regression Analysis ◽  
Reality Testing ◽  
Data Validity

The purpose of this study is to find out how organizational commitment, job stress, and job satisfaction affect turnover intention. This research was conducted at PT Satya Ardhia Angkasa (Outsourcing PT Angkasa Pura II Persero) in Terminal 1, Terminal 2, and Terminal 3 of Soekarno–Hatta Airport. This type of research is included in quantitative research with a total population of all employees working at PT Satya Ardhia Angkasa located in Terminal 1, Terminal 2, and Terminal 3 of Soekarno–Hatta Airport with a Sample of 100 employees. This research data collection technician uses interviews and questioners. The analysis method uses classic assumption testing, data validity, and reality testing as well as hypothesis testing with multiple linear regression analysis techniques processed using SPSS 23.0 for windows. Based on the results of determination coefficient tests resulting in an Adjusted R Square value of 0.433 or 43.3%, this shows the effect of Organizational Commitment, Job Stress, and Job Satisfaction on Turnover Intentions. The remaining 56.7% influenced the results found in this study of Organizational Commitment, Job Stress and Job Satisfaction have a simultaneous and significant effect on turnover intentions

scholarly journals Pengaruh Kepuasan Kerja dan Stres Kerja terhadap Turnover Intention pada PT Bank OCBC NISP Tbk Area Jakarta Pusat

2018 ◽  
Vol 9 (1) ◽  
Author(s):  
Arief Rachman Hakim ◽  
Raden Joko Sugiharjo
Keyword(s):  
Job Satisfaction ◽  
Regression Analysis ◽  
Linear Regression ◽  
Multiple Linear Regression ◽  
Job Stress ◽  
Work Stress ◽  
Turnover Intention ◽  
Linear Regression Analysis ◽  
Multiple Linear Regression Analysis ◽  
Analysis Method

ABSTRACT This study to determine the effect of Job Satisfaction and Job Stress on Turnover Intention. The object of this research is PT Bank OCBC NISP Tbk Central Jakarta Area. This research is a causal associative research using quantitative approach done to 86 respondents. This study explains the influence and influence of the variables to be studied, using multiple linear regression analysis method. From the results of this study showed that the variable of Job Satisfaction Not Significant To Turnover Intention. While the variable of Work Stress has significant effect to Turnover Intention. Keywords :      Organizational Culture, Training Program, Compensation, Employee Loyalty

scholarly journals Peran Kepemimpinan Pancasila terhadap Niat untuk Tinggal dengan Kepuasan Kerja sebagai Mediasi

2021 ◽  
Vol 1 (2) ◽  
pp. 151-162
Author(s):  
Arief Nugroho ◽  
Tri Wirjawan ◽  
Yuhaning Praborini ◽  
Thoha Asaroni ◽  
Mohamad Naim
Keyword(s):  
Job Satisfaction ◽  
Social Justice ◽  
Data Collection ◽  
Random Sampling ◽  
Sampling Method ◽  
Simple Random Sampling ◽  
Analysis Method ◽  
Intention To Stay ◽  
Industry Competition ◽  
Sense Of Justice

Pemimpin yang memiliki jiwa pancasila Ini sangat dibutuhkan ditengah – tengah persaingan industri yang berkembang pesat. Ditengah  Persaingan yang terbuka terkadang melahirkan   suatu problematika persaingan yang tidak  sehat dan tidak  mencerminkan nilai-nilai Pancasila. Faktor kepemimpinan memiliki peran yang sangat penting terhadap keinginan karyawan untuk tetap tinggal  terutama dalam hal memperlakukan karyawan sesuai dengan nilai-nilai pancasila. seorang pemimpin dapat memberikan jaminan keadilan dan kesejahteraan sebagaiaman yang tertuang pada sila ke 5 pancasila keadilan sosial bagi seluruh rakyat indonesia.dalam hal ini pemimpin harus mampu memberi rasa adil dan harapan kesejahteraan kepada karyawan sehingga dengan demikian karyawan bisa lebih termotivasi mengembangkan karir dan mendapatkan kepuasan kerja. Metodologi: penelitian ini merupakan penelitian kuantitatif dengan metode pengumpulan data simple ramdom sampling pada perusahaan Konsultan Teknik Semarang, untuk metode analisis datanya diolah menggunakan PLS dengan bantuan aplikasi SMARTPLS 3.0. Hasil penelitian ini menunjukkan bahwa Kepemimpinan Pancasila terhadap Niat untuk Tinggal dengan dimediasi Kepuasan kerja terdapat pengaruh yang tidak signifikan. Leaders who have the spirit of Pancasila This is very much needed in the midst of a rapidly growing industry competition. In the midst of open competition, sometimes it gives birth to a problem of unfair competition and does not reflect the values of Pancasila. The leadership factor has a very important role in the desire of employees to stay, especially in terms of treating employees in accordance with Pancasila values. a leader can provide guarantees of justice and welfare as stated in the 5th principle of social justice for all Indonesian people. In this case the leader must be able to give a sense of justice and welfare expectations to employees so that employees can be more motivated to develop careers and get job satisfaction . Methodology: This research is a quantitative study with a simple random sampling method of data collection at a Semarang Engineering Consultant company, for the analysis method the data is processed using PLS with the help of the SMARTPLS 3.0 application. The results of this study indicate that Pancasila Leadership on Intention to Stay with mediated Job satisfaction has an insignificant effect.

scholarly journals INFLUENCE OF COMPETENCE, TRANSFORMATIONAL LEADERSHIP, SOCIAL CAPITAL AND PERFORMANCE ON EMPLOYEE CAREERS

2017 ◽  
Vol 1 (02) ◽  
pp. 81-94
Author(s):  
Nia Kusuma Wardhani
Keyword(s):  
Social Capital ◽  
Transformational Leadership ◽  
Path Analysis ◽  
Structural Equation ◽  
Quantitative Research ◽  
Sampling Method ◽  
Simple Random Sampling ◽  
Analysis Method ◽  
Career Performance ◽  
And Performance

Every employee would expect a career enhancement in his job. There are many factors that affect employee careers. This study aims to examine the influence of Competence, Transformational Leadership, Social Capital and Performance to Career Employees of Mercu Buana University, is a quantitative research with Path Analysis method. This research was conducted at Mercu Buana University in West Jakarta area, the research sample was 185 employees using Simple Random Sampling method. Associated with the performance of employees, the results showed that there is an influence of competence on performance, there is the influence of transformational leadership on performance, there is the influence of social capital on performance. In the case of employee career, the result of research indicate that there is influence of competence to career of employee, there is influence of employee career performance, there is influence of social capital to career of employee. The result of path analysis gives a structural equation Y = 0,258X1 + 0,213X2 + 0,229X3 + 0,416X4 + 0,36. Thus it can be explained that the most direct influence on Employee Career is a Performance variable of 41.6%, while the Competence variable of 25.8% and social capital variable of 22.9%. Keywords:Competence,Transformational Leadership, Social Capital, Performance,Careers

scholarly journals THE REACTION CAUSED BY WORK STRESS, JOB SATISFACTION, AND ORGANIZATIONAL COMMITMENT TO TURNOVER INTENTION ON THE EMPLOYEES AT PT. BALI TOWERINDO SENTRA, TBK

2021 ◽  
Vol 2 (3) ◽  
pp. 440-449
Author(s):  
Abednego Abednego ◽  
Charles Bohlen Purba
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Work Stress ◽  
Turnover Intention ◽  
Quantitative Research ◽  
Linear Regression Analysis ◽  
Multiple Linear Regression Analysis ◽  
Error Tolerance ◽  
Analysis Method ◽  
Quantitative Research Methods

This research aimed to investigate the affect which appeared on Employees at PT. Bali Towerindo Sentra Tbk relates to the high of turnover intention which caused by work stress, job satisfaction and organizational commitment. This research was included in type of causality research with quantitative research methods. Those population here was employees at PT. Bali Towerindo Sentra Tbk, which amounted to 395 people. Meanwhile, the sample consisted of 202 respondents (Slovin, 5% error tolerance). Data analysis method that used was multiple linear regression analysis to examine all the research hypothesis. The outcomes earned from this research was illustrated that work stress, job satisfaction and organizational commitment had a positive and significant impact on turnover intention. Work stress, job satisfaction and organizational commitment were also had simultaneously impact towards the turnover intention.

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