Analysis of Effect of Perceived Family Supportive-work Culture and Job Satisfaction on Employee Turnover Intention Mediated by Affective Commitment

2019 ◽  
Author(s):  
Hery Sutanto ◽  
Krisnandini Wahyu Pratiwi
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Affective Commitment ◽  
Work Culture ◽  
Employee Turnover Intention

scholarly journals Pengaruh Kepuasan Kerja, Affective Commitment, Continuance Commitment, dan Normative Commitment terhadap Turnover Intention Karyawan Grand Palace Hotel Malang

2019 ◽  
Vol 24 (1) ◽  
pp. 31
Author(s):  
Kevin Luhika Sakila
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Affective Commitment ◽  
Sampling Technique ◽  
Normative Commitment ◽  
Continuance Commitment ◽  
Hotel Employees ◽  
Self Confidence ◽  
Employee Turnover Intention

ABSTRACT  Sakila, Kevin Luhika. 2018. The Influence of Job Satisfaction, Affective Commitment, Continuance Commitment, and Normative Commitment to Employee Intention Turnover Grand Palace Hotel Malang. Sarjana's Thesis, Department of Management, Faculty of Economics, Universits Negeri  Malang. Advisor: Lohana Juariyah, S.E., M.Si  KEY WORDS: Job Satisfaction, Affective Commitment, Continuance Commitment, Normative Commitment, Employee Turnover Intention The hospitality industry is one of the industries that often experience employee turnover problems. Basically, to know the factors causing someone out of the company is very difficult. Before the employee decides to leave the organization, it first appears the intention of the employee to leave the organization (turnover intention). Job satisfaction, affective commitment, continuance commitment, and normative commitment are the four factors that influence employee turnover intention. This study aims to (1) to describe descriptive job satisfaction, affective commitment, continuance commitment, normative commitment and turnover intention of Grand Palace Hotel employees (2) to find out whether job satisfaction, affective commitment, continuance commitment and normative commitment have negative and significant influence against employee turnover intention Grand Palace Hotel.This type of research uses a quantitative approach with multiple linear regression analysis. The population in this study are all employees of Grand Palace Hotel with contract status of 45 respondents. Sampling technique using total sampling technique. Methods of data collection using open and closed questionnaires.From the data analysis, the results obtained that, employee job satisfaction in the high category or satisfied; affective commitment of employees into high or good category; continuance commitment of employee into category enough or good enough; employee normative commitment is high or good category; and employee turnover intention included in the category enough. The result of analysis using SPSS shows that: (1) Job satisfaction has negative and significant effect to employee intention turnover, meaning H1 is accepted; (2) Affective commitment has a negative but insignificant effect on employee turnover intention, meaning H2 is rejected; (3) Continuance commitment has a negative and significant effect on employee intention turnover, meaning that H3 is accepted; (4) Normative commitment negatively and significantly affect employee intention turnover, meaning H4 accepted.The suggestion given by the researcher to the Grand Palace Hotel is as follows: (1) pay attention to employee's job satisfaction level, especially on the attitude that is not satisfied with salary, promotion, and coworkers relationship (2) emotional employees by providing motivation, understanding of the hotel's mission vision, ownership and sense of love towards the organization, increasing employees' self-confidence that they are right to lose if leaving the hotel because other organizations are no better, maintaining an already high normative commitment employee response to items that indicate a lack of sense of debt to the organization (3) and then for employee intent turnover, it is necessary to consider the direction and provision of self-confidence in employees is a business that can dampen the intentions of employees to find another job. In subsequent research to retest or re-examine whether it is true that affective commitment has an insignificant negative effect on the turnover intention of other hotel employees.  

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 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 PERAN STRES KERJA DAN KEPUASAN KERJA UNTUK MENGURANGI TURNOVER INTENTION

2014 ◽  
Vol 5 (2) ◽  
Author(s):  
Syarifah Nazenin ◽  
Palupiningdyah Palupiningdyah
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Random Sampling ◽  
Sampling Technique ◽  
Employee Turnover Intention ◽  
Negative Effect ◽  
Managerial Level ◽  
Positive Effect

<p>Tujuan penelitian ini untuk menguji pengaruh variabel stres kerja dan kepuasan kerja pada turnover intention karyawan tetap bagian produksi. Sampel penelitian ini adalah 86 responden, menggunakan metode Slovin dengan teknik probability sampling dengan jenis proportionate random sampling. Berdasarkan hasil penelitian, menunjukkan bahwa stres kerja berpengaruh positif signifikan pada turnover intention. Kemudian, kepuasan kerja berpengaruh negatif signifikan. Penelitian ini menyimpulkan, bahwa stres kerja berpengaruh positif dan signifikan pada turnover intention karyawan dan kepuasan kerja berpengaruh negatif dan signifikan terhadap turnover intention karyawan. Implikasi manajerial yang bisa dilakukan adalah dengan pengurangan tingkat stres karyawan dan membuat program untuk tujuan menekan turnover intention, seperti kesempatan promosi dan meningkatkan reward karyawan.</p><p> </p><p>The purpose of this study conducted to examine the effect of work stress and job satisfaction on turnover intention of employee in production department. The sample was 86 respondent, using Slovin method with proportionate random sampling technique. The result showed that job stress has a positive effect on turnover intention while job satisfaction has a negative effect on turnover intention. This study conclude that job stress has positive and significant impact on employee turnover intention and job satisfaction significantly and negatively related to turnover intention of employees. Therefore, it is recommended to managerial level people to reduce stress levels in employees and to create a program for pressing turnover intention, such as promotional opportunities and improve employee rewards.</p>

scholarly journals PENGARUH KEPUASAN KERJA, KEADILAN ORGANISASIONAL DAN KOMITMEN ORGANISASIONAL TERHADAP TURNOVER INTENTION KARYAWAN

2018 ◽  
Vol 7 (12) ◽  
pp. 6703
Author(s):  
Ni Luh Putu Tita Yanthi Agustini ◽  
Made Subudi
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Justice ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Linear Regression Analysis ◽  
Target Population ◽  
Multiple Linear Regression Analysis ◽  
Employee Turnover Intention ◽  
Negative Effect

The purpose of this study is to determine the effect of job satisfaction, organizational justice, and organizational commitment to employee turnover intention. This research was conducted at PT. BPR Bali Dananiaga Denpasar. The total population in this study is 45 employees, and obtained the target population which is a sample of 34 employees with probability sampling method. Data collection was done through interviews and questionnaires. Data analysis technique used is multiple linear regression analysis. Based on the results of the analysis found that job satisfaction has a negative effect and significant employee turnover intention. These results prove that if the higher job satisfaction perceived by employees, the lower turnover intention employees. Organizational justice has a negative and significant effect on employee turnover intention. These results prove that the higher the employees feel the fairness of the organization the lower turnover intention employees. Organizational commitment has a negative and significant effect on employee turnover intention. These results prove that the higher the commitment in the company, it will be able to reduce employee turnover intention.

scholarly journals Turnover Intention Analysis in Digitalization Era Within Covid-19 Pandemic Situation

2021 ◽  
Vol 9 (1) ◽  
pp. 19-33
Author(s):  
Lie Gunadi ◽  
Antonius Siahaan ◽  
Ardi Adji
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Negative Impact ◽  
Positive Impact ◽  
Working Hours ◽  
Fringe Benefit ◽  
Working Environment ◽  
Fringe Benefits ◽  
Employee Turnover Intention

The phenomenon of the digitalization era has an impact on high employee turnover. On the other hand, the Covid-19 pandemic impacted a lockdown in many countries and regions which in turn, in many businesses and employees being affected (reducing costs, reducing working hours, and even laying off work relations). Taking a sample of various organizations in Indonesia, this study analyzed the factors that cause employee turnover intention (dependent variable) such as employee satisfaction (moderating variable), also remuneration & promotion, fringe benefit, working environment, and perceived external employment as independent variables.  The research study was conducted based on 219 respondents who are in various industries. The results showed that working environment and fringe benefits have a positive impact to job satisfaction, job satisfaction has a negative impact to turnover intention and perceived alternate external employment has a positive impact to turnover intention inline with the predictions on the hypothesis. Meanwhile remuneration and perceived alternate external employment didn't have a significant impact on job satisfaction, as well as working environment, remuneration & promotion, and fringe benefits to turnover intention.

scholarly journals Employee Turnover Intention in services sector of Pakistan

2014 ◽  
Vol 4 (2) ◽  
pp. 164 ◽  
Author(s):  
Ehsan Ullah Bajwa ◽  
Muhammad Yousaf ◽  
Muhammad Rizwan
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Total Sample ◽  
Workplace Environment ◽  
Services Sector ◽  
Employee Turnover Intention ◽  
The Government ◽  
High Level

The idea of Employee Turnover Intention (ETI) is becoming hot topic for multinational, domestic and local organizations, even in the government organization’s and private companies. So few of the scholars have discussed many factors which influence the ETI variable, so therefore some of the factors are discussed those are Workplace Environment, Job Satisfaction and Job Performance which give positive affect on ETI. As the studies which are already done on the services sector of Pakistan are not much on the factors like Workplace Environment (WPE) and Job Performance (JP). So the main purpose of that study is to check the influence of WPI, JP and JS on the ETI in the services sector of Pakistan. The total sample size of the respondents of different employees from high level of income to low level of income the data was collected from them were 200, so then the data was processed by using multiple regression analysis software. So we found that job satisfaction(JS), job performance(JP), workplace environment(WPE) give an impact on employee turnover intention(ETI) in the services sector of Pakistan.

Sign in / Sign up

Export Citation Format

Share Document