PENGARUHiSTRES KERJAiDAN KEPUASAN KERJA TERHADAP.TURNOVER INTENTION KARYAWAN PADA.  PT CAHAYA INDO MANDIRI

ABSTRACT In this era of increasingly fierce business competition, the success of every company is inseparable from the human resource factor. Human resources are important for the company, without people who may be companies that can help, so that they get profit. Human resources are assets that must be maintained by the company because human resources in a company can be a determinant of a company's survival. This study discusses work stress and job satisfaction on employee turnover intention at PT Cahaya Indo Mandiri. The sampling technique used in this study was saturated sampling, using a questionnaire distribution method with a total of 104 respondents who used all of PT Cahaya Indo Mandiri's employees as respondents. The data collected in this research uses descriptive method, data quality test, classic assumption test, influence test and hypothesis test with the help of SPSS (Product Statistics and Solution Services) version 25. Because the independent variable namely work stress has a significant and positive influence on turnover intention and job satisfaction have a significant partial positive towards turnover intention. The results of the F test show the variables of work stress and job satisfaction are positive and significant to the performance of employees at PT Cahaya Indo Mandiri, with the value of the test results f arithmetic 358,821 3.0864 f table values and with a significance value of 0,000 0.05.

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Analysis of The Factors that Affect Employee Turnover Intention at Travelodge Hotel Batam

JURNAL PENDIDIKAN TEKNOLOGI KEJURUAN ◽

10.24036/jptk.v3i4.14123 ◽

2021 ◽

Vol 3 (4) ◽

pp. 216-220

Author(s):

Ulfa Ulfa ◽

Youmil Abrian ◽

Arif Adrian

Keyword(s):

Job Satisfaction ◽

Turnover Intention ◽

Employee Turnover ◽

Hypothesis Test ◽

Sampling Technique ◽

Factors Affecting ◽

Factors Influencing ◽

Employee Turnover Intention ◽

Saturated Sample ◽

Quantitative Descriptive

The study aims to determine the analysis of factors influencing Turnover Intention employees at Hotel Travelodge Batam.This research is a quantitative descriptive type with a factor analysis method aimed at seeing the factors affecting Turnover Intention in the Hotel Travelodge Batam. The population in this study is all employees amounting to 52 people, the sample in this study is with non-probability sampling technique with a total saturated sample of 52 people. Data analysis techniques using SPSS version 16.00. The results of this study showed a simple linear regression hypothesis test obtained F 5,418 with sig. 0.000 < 0.05, then the variable factors that influence can explain the turnover variable intention employees significantly, with the value of R Square of 0.419. This means that the factors influencing the turnover of intention employees by 41.9% and 58.1% are influenced by other factors. The salary factor has no significant effect on turnover intention. Training factors and work facilities have no significant effect on turnover intention. Leadership factors have no significant effect on turnover intention. The award factor has significant effect on turnover intention. The organizational culture factor has no significant effect on turnover intention. Job satisfaction factor has no significant effect on turnover intention. Based on the results the research researchers suggested to pay more attention to factors that influence employee turnover and further improve job satisfaction, training and work facilities,.

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PENGARUH KEPUASAN KERJA DAN KOMITMEN ORGANISASI TERHADAP TURNOVER INTENTION PADA KARYAWAN PT. BUM DIVISI PMKS

Business Management Journal ◽

10.30813/bmj.v16i2.2359 ◽

2020 ◽

Vol 16 (2) ◽

pp. 65

Author(s):

Viniartha Seplifriskila Tampubolon ◽

Ella Jauvani Sagala

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Human Resources ◽

Palm Oil ◽

Turnover Intention ◽

Hypothesis Test ◽

Coefficient Of Determination ◽

Normality Test ◽

Palm Oil Mill ◽

A Company

A company will not run without assistance from human resources (HR). Therefore, human resources within the company generally must be maintained properly. This research was conducted on the employees of PT. Bangkitgiat Usaha Mandiri part of the Palm Oil Mill (PMKS), it is known that the level of turnover intention on employees is at a very high percentage from 2017 at 11%, 2018 at 20% and JanuarySeptember 2019 at 18%. one of the factors that can influence turnover intention itself is job satisfaction and organizational commitment felt by employees. The purpose of this study is to find out how the level of job satisfaction and organizational commitment partially and simultaneously affects the turnover intention of the employees of PT. Bangkitgiat Usaha Mandiri section of the Palm Oil Mill (PMKS). This research is a descriptive and causal research. The method used in this research is quantitative method. The research sample used was 115 respondents. Data analysis in this study used descriptive statistical analysis, normality test, multicollinearity test, heterokedasticity test, multiple regression analysis, coefficient of determination, partial hypothesis test (T test) and simultaneous (F test). The results showed that job satisfaction is high, organizational commitment is low and turnover intention is low. Tests on the coefficient of determination show that the effect of job satisfaction and organizational commitment on turnover intention of 6.8% and the remaining 93.2% are other factors not examined in this study. This study concludes that job satisfaction (X1) does not have a significant effect partially on turnover intention (Y) and organizational commitment (X2) has a significant effect partially on turnover intention (Y). In addition, job satisfaction (X1) and organizational commitment (X2) simultaneously influence (together) on turnover intention (Y).

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

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

10.35609/jmmr.2020.5.2(4) ◽

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.

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

Jurnal Bisnis dan Akuntansi ◽

10.34208/jba.v20i2.419 ◽

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.

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PENGARUH STRES KERJA DAN KEPUASAN KERJA TERHADAP TURNOVER INTENTION KARYAWAN PT. FASTRATA BUANA DENPASAR

E-Jurnal Manajemen Universitas Udayana ◽

10.24843/ejmunud.2020.v09.i03.p17 ◽

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

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PERAN STRES KERJA DAN KEPUASAN KERJA UNTUK MENGURANGI TURNOVER INTENTION

Jurnal Dinamika Manajemen ◽

10.15294/jdm.v5i2.3663 ◽

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

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. 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.

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PENGARUH GAYA KEPEMIMPINAN DAN PENGEMBANGAN KARIR TERHADAP INTENSI TURNOVER: KEPUASAN KERJA SEBAGAI MEDIATOR

Jurnal Manajemen ◽

10.24912/jm.v21i3.263 ◽

2017 ◽

Vol 21 (3) ◽

pp. 472

Author(s):

I Wayan Saklit

Keyword(s):

Job Satisfaction ◽

Career Development ◽

Turnover Intention ◽

Structural Equation ◽

Sampling Technique ◽

Positive Influence ◽

Sem Analysis ◽

Equation Modeling ◽

Contract Employees ◽

Permanent Employees

This study aims to determine the Style of Leadership and Career Development effect on Turnover Intention in PT. Takenaka Indonesia, either directly or through job satisfaction as an intermediary factor. PT. Takenaka Indonesia is a Japanese company, which is engaged in construction services include design, supervision and contractor, established since 1994.The approach used in this study is a quantitative approach, whereas the method used to analyze the research data is The Structural Equation Modeling (SEM). The population in this study were employees of PT. Takenaka Indonesia, both permanent employees and contract employees who were three hundred and ninety-two,and the number of samples is one hundred and ninety-two, which taken using stratified random sampling technique. Based on Statistics test results using SEM analysis technique, it was found that (1) style of leadership and career development had a positive influence on job satisfaction; and (2) The style of leadership and career development a positive influence on turnover intention, either directly or through the Job Satisfaction

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PENGARUH TIME DEMANDS OF WORK TERHADAP KEPUASAN KERJA, STRESS KERJA, DAN TURNOVER INTENTION KARYAWAN (Studi Pada Karyawan PT. Bank Tabungan Negara (Persero) Tbk. Cabang Harapan Indah, Bekasi)

JURNAL STUDI MANAJEMEN ORGANISASI ◽

10.14710/jsmo.v13i2.13401 ◽

2016 ◽

Vol 13 (2) ◽

pp. 110

Author(s):

Anisah Uswatun Hasanah

Keyword(s):

Job Satisfaction ◽

Job Stress ◽

Turnover Intention ◽

Employee Turnover ◽

Positive Influence ◽

Employee Turnover Intention ◽

The Impact ◽

The Relationship ◽

Positive Effect ◽

Time Demands

The aim of this research is to analyze the impact time demands of work, on job satisfaction,job stress, and employee turnover intention PT. Bank Tabungan Negara (Persero) Tbk.Cabang Harapan Indah, BekasiThis study is using path analysis with SmartPLS 2.0.M3. The population that used in thestudy is all the employees of PT. Bank Tabungan Negara (Persero) Tbk. Cabang HarapanIndah, Bekasi, which are 108 respondents. The amount of the sample is determined by thecensus method of the entire employee. However the sample that has been applied into 85respondents significantly decreased into 85people.The results have shown that the time demands of work do not significantly influenceturnover intention. Furthermore the time demands of work have no significant effect on jobsatisfaction. Employee satisfaction negatively affect on turnover intention. Job satisfactionis not successfully mediating the relationship between the time demands of work andturnover intention. Time demands of work have positive influence on job stress. Job stresshas positive effect on turnover intention. Job stress has been successfully mediating therelationship between the time demands of work and turnover intention. Job stressnegatively affect with job satisfaction. Job satisfaction also has been successfullymediating the relationship between job stress and turnover intention.

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The Role of Workload, Nepotism, Job Satisfaction, and Organizational Politics on Turnover Intention: A Conservation of Resources Perspective

Organizacija ◽

10.2478/orga-2021-0016 ◽

2021 ◽

Vol 54 (3) ◽

pp. 238-251

Author(s):

Zuhair Abbas ◽

Junaid Ansari ◽

Saba Gulzar ◽

Unzila Zameer ◽

Kanwal Hussain

Keyword(s):

Job Satisfaction ◽

Turnover Intention ◽

Sampling Technique ◽

Organizational Politics ◽

The Body ◽

Conservation Of Resources ◽

Public And Private ◽

Employee Turnover Intention ◽

Public And Private Hospitals

Abstract Background: Despite extensive research on employee turnover intention in the existing literature. Previous studies have paid rare attention to the role of workload (WL), nepotism (N), job satisfaction (JS), and organization politics (OP) on turnover intention, especially, mediating the effect of harassment between WL, N, JS and OP on turnover intention in the Pakistani context. This study is using Hobfoll’s conservation of resources (COR) theory. Methods: Data were collected from 189 female employees (doctors and nurses) working in public and private hospitals in the province of Sindh, Pakistan, by adopting a purposive sampling technique. SmartPLS and SPPS were used to analyze the data. Results: The results demonstrated that workload and job satisfaction are positively related to harassment. At the same time, harassment has a direct effect on turnover intention. More importantly, harassment partially mediated the effect between workload and job satisfaction on turnover intention. In contrast, nepotism and organizational politics did not observe any significant relationship with harassment. However, it also did not have any mediating impact of harassment between nepotism and organizational politics on turnover intention. Conclusion: There is a lack of research on the antecedents of turnover intention in the existing literature especially in the developing country context (Pakistan). Furthermore, this study examined the mediation mechanism of harassment on turnover intention. In this way, this is an original contribution to the body of knowledge. Finally, COR theory has been utilized to explain how antecedents of turnover intention play their role along with harassment at the workplace. This study also advances the existing literature on human resource management. The current study provides insightful guidelines to policymakers, managers, and HRM practitioners for devising employee-friendly policies at the workplace.

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Analisis Pengaruh Kompensasi dan Beban Kerja terhadap Kepuasan Kerja dan Turnover Intention pada Karyawan Inti Pangan, Kuningan

Indonesian Journal of Strategic Management ◽

10.25134/ijsm.v3i2.3632 ◽

2020 ◽

Vol 3 (2) ◽

Author(s):

Lili Karmela Fitriani ◽

Nina Yusiana

Keyword(s):

Job Satisfaction ◽

Data Collection ◽

Turnover Intention ◽

Employee Turnover ◽

Random Sampling ◽

Sampling Technique ◽

Quantitative Approach ◽

Employee Job Satisfaction ◽

Employee Turnover Intention ◽

Collection Methods

Abstract�� This research was conducted at PT. Sumber Inti Pangan. This study aims to determine whether or not the influence of compensation and workload on employee turnover intention through job satisfaction as intervening variable.This study includes a type of comparative causal research with quantitative approach. Data collection methods in this study using questionnaires. Population in this research is employees of PT Sumber Inti Pangan with a sample of 129 respondents..Sampling technique used is propotional random sampling technique. The result showed that, Compensation has a significant effect on employee job satisfaction; Workload has a significant effect on employee job satisfaction; Job satisfaction has a significant effect on employee turnover intention;� Compensation has no significant effect on employee turnover intention;�� Workload has a significant effect on employee turnover intention.Keywords : Compensation; Workload; Job Satisfaction; Turnover Intention.

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