scholarly journals The Effect of Organizational Commitment on Turnover Intentions with Work Stress as Intervening Variable At Citra Perdana Kendedes Malang

2021 ◽  
Vol 2 (3) ◽  
Author(s):  
Ryke Ayuningtyas ◽  
Vivin Maharani
Keyword(s):  
Organizational Commitment ◽  
Work Stress ◽  
Turnover Intention ◽  
Quantitative Research ◽  
Turnover Intentions ◽  
Sampling Technique ◽  
Analysis Tool ◽  
Data Analysis Tool ◽  
The Relationship ◽  
Research Type

The higher the organizational commitment of the employees, the better they will provide services to consumers. However, if there are obstacles or shocks during the company’s career, of course the organizational commitment of the employees will be shaken, and create a feeling of pressure from within the employee or also known as work stress, and after the emergence of work stress in the employee, the desire to move out of the company is unavoidable. This desire is called turnover intention. This study aims to analyze the relationship between organizational commitment and turnover intentions mediated by job stress. Data collection was carried out through distributing questionnaires to employees of PT. The Prime Image of Kendedes Malang. This research uses explanatory research method with quantitative research type. The data analysis tool used in this study is Partial Least Squares (PLS) and uses SmartPLS software. The sampling technique used purposive sampling technique with the condition that employees who have worked more than 5 years at PT. Kendedes Prime Image. So that the samples that were collected were 88 workers (drivers and internal staffs). The results of this study indicate that organizational commitment has a direct effect on turnover intentions and organizational commitment has an effect on turnover intentions through work stress.

scholarly journals Moderating effects of organizational commitment on job satisfaction and turnover intention

2020 ◽  
Vol 2 (4) ◽  
pp. 48-57
Author(s):  
Hassan Wazir ◽  
Inayatullah Jan
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Sampling Technique ◽  
Sampling Techniques ◽  
Moderating Effects ◽  
Mediating Role ◽  
The Relationship ◽  
Structured Questionnaire

This study was conducted in Bannu, Karak, Lakki Marwat, and D.I. Khan Districts of Khyber Pakhtunkhwa (KP) Province of Pakistan to investigate the relationship between job satisfaction and turnover intention. The study is based on data collected from Wateen and Multinet Telecom companies. Two staged-sampling technique was used in this study. A total of 140 employees were selected from both companies using equal allocation and stratified random sampling techniques. A structured questionnaire with a five-point Likert scale was used to collect information from respondents. Regression analysis was used to find out the relationship between job satisfaction and turnover intention. The results of the regression model indicated that job satisfaction decreases the chances of turnover. The results also confirmed that organizational commitment plays a key mediating role in improving job satisfaction and reducing turnover intentions. The study recommends that organizations should make efforts to promote job satisfaction to enhance organizational commitment and reduce turnover.

scholarly journals The Relationship between Transformational Leadership, Organizational Commitment, Work Stress, and Turnover Intentions of Nurse at Private Hospital in Indonesia

2020 ◽  
Vol 8 (E) ◽  
pp. 551-557
Author(s):  
Rindu Rindu ◽  
Syukri Lukman ◽  
Hardisman Hardisman ◽  
Muhammad Hafizurrachman ◽  
Adang Bachtiar
Keyword(s):  
Transformational Leadership ◽  
Organizational Commitment ◽  
Work Stress ◽  
Turnover Intention ◽  
Private Hospital ◽  
Turnover Intentions ◽  
Negative Influence ◽  
Positive Influence ◽  
Nurse Turnover ◽  
The Relationship

AIM: This study aimed to examine the relationship between transformational leadership, organizational commitment, work stress, and turnover intentions of Nurse at Private Hospital in Indonesia. METHODS: A quantitative cross-sectional research design was adopted, consist of 97 Nurses. This study used a Confirmatory Factor Analysis, Structural Equation Modeling using PLS-SEM approach to analyze the data. RESULTS: The results showed that there is a positive influence on transformational leadership on organizational commitment. The better transformational leadership, the higher the organizational commitment of nurses. There is a negative influence on transformational leadership on work stress. The better transformational leadership, the lower the work stress of nurses. There is a negative influence on organizational commitment to turnover intentions. The higher the nurse’s organizational commitment, the lower the nurse turnover intention. There is a positive influence on work stress to turnover intentions. The higher the nurse’s work stress, the higher the the nurse turnover intention. Another outcome discovered was that indirect influence of leadership through commitment and work stress is greater than direct influence, transformational leadership directly influenced organization commitment, and work stress but was not significantly related to turnover intentions. CONCLUSION: Researcher suggests that leadership roles in building commitment and helping to manage the work stress of nurses are needed.

scholarly journals THE EFFECT OF WORKLOADS ON TURNOVER INTENTION WITH WORK STRESS AS MEDIATION AND SOCIAL SUPPORT AS MODERATED VARIABLES

2021 ◽  
Vol 19 (2) ◽  
pp. 404-412
Author(s):  
Akbar Wibowo ◽  
◽  
Margono Setiawan ◽  
Agung Yuniarinto ◽  
◽  
...  
Keyword(s):  
Social Support ◽  
Work Stress ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Negative Impact ◽  
Analysis Tool ◽  
Mediating Role ◽  
Permanent Employees ◽  
Relationship Of ◽  
The Relationship

The purpose of this study was to examine and analyze the relationship of workload, work stress, and social support for employee turnover intentions of PT. Bentoel Prima Malang. This study uses a population of all Primary Manufacturing Department (PMD) permanent employees of 83 employees. All members of the population are used as research samples (total sampling). Analysis tool to test the relationship between variables using the help of smartPLS 3.0. The results showed that workload did not significantly influence turnover intention. Job stress plays a mediating role between workload and work stress. Social support does not moderate work stress on turnover intention. The theoretical implications of this research provide opportunities for further research on workloads, not a major factor in employee decisions leaving the organization. Practical implications in this study provide new insights to companies and employees about the negative impact of increasing workload.

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 PENGARUH STRESS KERJA, KOMITMEN ORGANISASIONAL DAN KEPUASAN KERJA TERHADAP TURNOVER INTENTION PERUSAHAAN OTOMOTIF

2019 ◽  
Vol 20 (2) ◽  
pp. 135-140
Author(s):  
IRMA GUSTIANA ANDRIANI
Keyword(s):  
Organizational Commitment ◽  
Work Stress ◽  
Turnover Intention ◽  
Work Satisfaction ◽  
Sampling Technique ◽  
Car Sales ◽  
Multiple Regression Method ◽  
Auto Parts ◽  
A Company ◽  
Descriptive Method

The purpose of this study is to determine the effect of work stress, organizational commitment, and work satisfaction to turnover intention. The object of this research is a company operating in the field of car sales auto parts sales and maintenance of cars. The method used in this research is descriptive method and causality with multiple regression method to test the hypothesis. This research use nonprobability sampling technique with saturation sampling method. Respondents used in this study were 87 active employees. Technique of collecting data by using questionnaire..The result of the research shows that work stress has significant effect to turnover intention, but organizational commitment and work satisfaction has no significant effectto turnover intention.

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 MOTIVASI KERJA, BUDAYA ORGANISASI, DAN PEMBERIAN KOMPENSASI TERHADAP KINERJA KARYAWAN PT. NASMOCO BAHANA MOTOR BANTUL YOGYAKARTA

2020 ◽  
Vol 5 (1) ◽  
pp. 109
Author(s):  
Faris Munandar ◽  
Utik Bidayati
Keyword(s):  
Transformational Leadership ◽  
Organizational Commitment ◽  
Employee Engagement ◽  
Sampling Technique ◽  
Readiness For Change ◽  
Analysis Tool ◽  
University Employees ◽  
Data Analysis Tool ◽  
Permanent Employees ◽  
One Year

This study aims to determine the effect of Employee Engagement, Organizational Commitment, and Transformational Leadership on Readiness for Change in employees of Ahmad Dahlan University, Yogyakarta. The population in this study were 357 employees of Ahmad Dahlan Yogyakarta University and the sample used was 103 people, the sampling technique used was purposive sampling with sample criteria were permanent employees with a minimum working period of one year and had not moved to campus 4 UAD. The data analysis tool used is multiple linear regression test. The results of this study indicate that Employee Engagement has no effect on Readiness for Change at Ahmad Dahlan University employees. Organizational Commitment affects the Readiness for Change of Ahmad Dahlan University employees. Transformational Leadership has no effect on Readiness for Change at Ahmad Dahlan University employees. And employee engagement, organizational commitment, and transformational leadership simultaneously influence the readiness for change in employees of Ahmad Dahlan University, Yogyakarta.

The Impact of Perceived Organizational Politics on Work Attitudes

2014 ◽  
Vol 5 (2) ◽  
pp. 1-13 ◽  
Author(s):  
Prerna Chhetri ◽  
Nikhat Afshan ◽  
Srabasti Chatterjee
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Negative Impact ◽  
Organizational Politics ◽  
Workplace Attitudes ◽  
The Impact ◽  
The Relationship

An understanding of politics at workplace is of utmost importance as it is an inherent part of workplace activities. It is evident in processes such as decision making, allocation of resources. This study investigated the effect of perceived organizational politics (POP) on workplace attitudes such as job satisfaction, organizational commitment and turnover intentions. Further, the paper investigated the role of Leader-Member-Exchange (LMX) on the relationship between perceived organizational politics and workplace attitude. The hypothesized relationship was tested on a sample of 228 employees from Indian IT sector. Factor Analysis on POP suggested that variables can be summarized by two factors; Perceived Politics in organizational management (POP1) and Perceived Politics in co-workers (POP2). The findings suggest that there exists a negative relation between POP and workplace attitude. The results show that incase of the relationship between POP and workplace attitude, the part of organizational politics related to management has shown a significant negative impact on organizational commitment, job satisfaction, and a positive relation to turnover intention. With regard to the role of LMX in the relation between POP and workplace attitudes, results of LMX as a moderator have confirmed to the hypothesis.

Examining the relationship between organizational commitment and turnover intention via a meta-analysis

2019 ◽  
Vol 14 (1) ◽  
pp. 102-120
Author(s):  
Cem Oktay Guzeller ◽  
Nuri Celiker
Keyword(s):  
Organizational Commitment ◽  
Turnover Intention ◽  
Hospitality Industry ◽  
Turnover Intentions ◽  
Meta Analysis ◽  
Negative Relationship ◽  
Content Type ◽  
Tourism And Hospitality Industry ◽  
Tourism And Hospitality ◽  
The Relationship

Purpose The purpose of this study is expected to reveal the relationship between organizational commitment and turnover intention in the tourism and hospitality literature with more generalizable results, and thus, provide researchers with a new perspective for future studies. In this context, Individual studies that examined the relationship between organizational commitment and turnover intention in the tourism and hospitality industry were systematically identified by a comprehensive literature review. Design/methodology/approach Individual studies were synthesized and analyzed via a meta-analysis method to reveal whether any relationship exists between organizational commitment and turnover intention and to estimate the direction and intensity of the relationship in a more reliable and comprehensive manner. The analyses were carried out on 13 scientific papers that met the inclusion criteria. Findings Results showed that a moderate negative relationship exists between organizational commitment and turnover intention of employees in the tourism and hospitality industry. In this context, individuals who have emotional commitments to their institutions will have lower turnover intentions than others. The right personal selection, performance evaluation techniques, promotion, training and development opportunities, career opportunities and talent management and functional virtues such as strong communication, trust and justice will not only reinforce organizational commitment but also attract talented individuals to an organization and ensure employee retention. Originality/value In the current study, individual studies focusing on the relationship between organizational commitment and turnover were cumulatively collected, synthesized and analyzed. By way of providing a review of individual studies, the study provides cumulative and reliable evidence to the literature regarding the relationship between organizational commitment and turnover, and hence, contributes to the further progression of the field. The study is also the first meta-analysis carried out on the subject in question.

Leader-member exchange and intent to turnover

2014 ◽  
Vol 37 (2) ◽  
pp. 110-129 ◽  
Author(s):  
Hossam M. Abu Elanain
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Role Conflict ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Staff Turnover ◽  
Content Type ◽  
Leadership Quality ◽  
The Impact ◽  
The Relationship

Purpose – Previous studies on leadership quality – staff turnover relationship – have been performed mainly in Western contexts. More empirical evidence is needed to understand the nature of the relationship between the quality of leadership and staff turnover in a non-Western context in general and in the Middle East in particular. Thus, this study has two objectives: to examine the impact of leader-member exchange (LMX) on staff turnover intentions in the United Arab Emirates (UAE) and to test the mediating impact of role conflict, job satisfaction, and organizational commitment on the LMX-turnover intentions relationship. The paper aims to discuss these issues. Design/methodology/approach – Data were collected from 241 employees working in 15 different service and industrial product organizations operating in Dubai. A structured questionnaire containing standard scales of LMX, role conflict, job satisfaction, organizational commitment, turnover intentions, and some demographic variables was used. After testing scales reliability and validity, the proposed hypotheses were tested using a series of separate hierarchical regression analyses. Findings – Consistent with Western studies, the study revealed that LMX played a functional impact on staff turnover intentions. Moreover, role conflict was found to play a partial role in mediating the influence of LMX on turnover intentions. Similarly, job satisfaction and organizational commitment were found to partially mediate the relationship between LMX and turnover intentions. Research limitations/implications – The limitations of common method variance and same source bias are discussed in light of implications for future research. Nevertheless, the results show that leaders need to monitor the quality of exchange between themselves and their followers to ensure high-quality relationships are maintained. Practical implications – The study has implications for reducing staff turnover. In general, enhancing LMX can result in lower level of employee turnover intentions. Also, managers should improve staff job satisfaction and organizational commitment in order to enhance the impact of LMX on reducing turnover intention. In addition, UAE managers should reduce role conflict in order to improve the impact of LMX on turnover intention. Originality/value – Previous studies on leadership quality – staff turnover relationship – have been performed mainly in Western contexts. This study is considered to be the first study to examine the mediating role of role conflict, job satisfaction, and organizational commitment on the relationship between LMX and turnover intentions in the Middle East.

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