scholarly journals The impact of organizational commitment, job satisfaction, job stress and leadership support on turnover intention in educational institutes

2014 ◽  
Vol 4 (2) ◽  
pp. 181 ◽  
Author(s):  
Saba Iqbal ◽  
Sadia Ehsan ◽  
Muhammad Rizwan ◽  
Mehwish Noreen
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Public School ◽  
Job Stress ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Research Paper ◽  
Employee Turnover Intention ◽  
Leadership Support ◽  
The Impact

For the attainment of individual’s cognitive and social benefits the employee turnover is becoming popular trend in all organization. This research paper reports on examination of variables that may be predictive to leave a job. More precisely this current paper shows the direct and indirect impact of job stress, job satisfaction on turnover. Organizational commitment is the antecedent of turnover intention. It highlights the impact of leadership support on job satisfaction. In order to collect the data for understanding the situation about the employee turnover intention, a sample of 200 respondents was ask to participate in a self-administered questionnaire.50 questionnaires are not giving right answers so only 150 samples are selected for research. The current research paper uses a non-probability technique of sampling. We choose this sample of people from different institutions of Bahawalpur. Four major clusters was target to collect the sample data like the Islamia University of Bahawalpur, Allama Iqbal college of Bahawalpur, Army public school and college system and Sadiq Public School. Finding shows that employee turnover intention has a significant relationship with all the variables i.e. organizational commitment, job satisfaction, job stress and leadership support.

scholarly journals 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)

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.

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 Pengaruh Kepuasan Kerja dan Komitmen Organisasi terhadap Turnover Intention pada Karyawan Sales Promotion Girl dan Sales Promotion Boy Sogo Departement Store Bigmall Samarinda

FORUM EKONOMI ◽  
2018 ◽  
Vol 19 (2) ◽  
pp. 155
Author(s):  
Tya Ananda Rahmah ◽  
Syahruddin Y
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Department Store ◽  
T Test ◽  
Sales Promotion ◽  
Significant Negative Effect ◽  
Employee Turnover Intention ◽  
Negative Effect

This Research aim to analyze The Effect of Job Satisfaction and Organizational Commitment on Employee Turnover Intention In Sales Promotion Girl and Sales Promotion Boy SOGO Department Store BIGMALL Samarinda. The research sample consisted of 60 respondents. Election Procedure sample uses purposive sampling method. Data analysis techniques in this study using multiple linear regression analysis. Result of Hypothesis testing (1) Job satisfaction have significant negative effect on employee turnover intention Sales Promotion Girl and Sales Promotion Boy of SOGO Department Store BIGMALL Samarinda, the t test values obtained at -5,346 and significant value job satisfaction 0.000 < 0.05. (2) Organizational commitment have significant negative effect on employee turnover intention Sales Promotion Girl and Sales Promotion Boy of SOGO Department Store BIGMALL Samarinda, the t test values obtained by -3,125 and organizational commitment have significant value 0.003 < 0.05. Keywords: job satisfaction, organizational commitment, turnover intention.

scholarly journals The Impact of Transformational Leadership on Job Satisfaction and Employee Turnover Intentions: A Conceptual Review

2021 ◽  
Vol 124 ◽  
pp. 08005
Author(s):  
Evelyn Gan ◽  
Mung Ling Voon
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Leadership Style ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Turnover Intentions ◽  
Working Environment ◽  
Future Research ◽  
Employee Turnover Intention ◽  
The Impact

All employees deserve a decent working environment in order to be productive in their work. High employee turnover has adverse effects on economic growth as companies incur additional costs and experience drop in productivity. Hence, identifying the factors that reduce employee turnover intention is in line with Sustainable Development Goals. This review paper aims to improve our understanding of the relationship between transformational leadership style and job satisfaction, and examines their impact on reducing employee turnover intention. The literature review has proved that transformational leadership and job satisfaction greatly influence an employee’s decision to leave or stay with his or her organisation. Based on the literature, this paper also provides recommendations for future research areas that would provide valuable information in helping organisations reduce employee turnover intention, and ultimately employee turnover.

scholarly journals External alternatives, job stress on job satisfaction and employee turnover intention

2021 ◽  
pp. 511-518
Author(s):  
Ramlawati Ramlawati ◽  
Eva Trisnawati ◽  
Nurfatwa Andriani Yasin ◽  
Kurniawaty Kurniawaty
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Employee Turnover Intention

scholarly journals Job Satisfaction Dimensions and Organizational Commitment: Tools to Understand Employee Turnover Intention of IT/ITES Industry of the Gujarat State with a Focus on BPO Segment

2019 ◽  
Vol 8 (4) ◽  
pp. 2959-2962
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Turnover Intentions ◽  
Negative Relationship ◽  
Special Focus ◽  
Gujarat State ◽  
Employee Turnover Intention ◽  
The Relationship

Attrition is one of the biggest challenge for any industry as it comes with many demerits such as loss of productivity, incurring of various costs such as training & development, recruitment etc. According to the Compensation Trends Survey conducted by Deloitte Human Capital Consulting, the IT/ITES industries of the Indian market have faced 15% of the attrition that is higher for any industry. Thus, the companies of this industry are focusing to decrease the turnover intention in order to reduce the actual employee turnover. The aim of this research is to find out the influence that Job Satisfaction and organizational commitment have on the turnover intention on the employees. Various research suggests that organizational commitment and turnover intentions are negatively correlated. Also, the studies suggest that Job Satisfaction and employee turnover intentions have a negative relationship. This study has been conducted to examine the relationship between Job Satisfaction, organizational commitment, and turnover intention for the IT/ITES industry employees with a special focus to BPO segment. The researchers have taken data from 500 employees of the BPO segment from 3 major cities of Gujarat i.e. Ahmedabad, Gandhinagar and Baroda. The researchers have used Multiple regression and ANOVA to examine the influence of the organizational commitment & job satisfaction on the turnover intention. The result shows that higher level of organizational commitment reduced the turnover intention. This research can help the BPO organizations to formulate & implement the strong retention strategies. Also, this study provides a direction to the academicians to explore further dimensions of the research in the various industries as well as various regional backgrounds.

scholarly journals The Impact of Leadership Styles and Stress on Employee Turover Intention in Terengganu Hotel Community

2018 ◽  
Vol 7 (3.21) ◽  
pp. 38
Author(s):  
Azlinzuraini Ahmad ◽  
Ahmad Munir Mohd. Salleh ◽  
Khatijah Omar ◽  
Kamaazura Abu Bakar ◽  
Karimah Abd. Wahab Sha’arani
Keyword(s):  
Job Stress ◽  
Customer Service ◽  
Transactional Leadership ◽  
Leadership Style ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Hotel Industry ◽  
Working Hours ◽  
Employee Turnover Intention ◽  
The Impact

In the contemporary hotel industry of Terengganu where tourists’ arrivals and competition among firms are encouraging, employees and hotel community are expected to work and upgrade their services which is up to the customers’ expectation. In order to improve customer service, effective leaders could build a culture of trust within their organization and constantly motivating employees to better handle job stress. The employees in hotel industry who need to deal with long working hours, trouble customer, and troubled relationship with supervisor could potentially develop job stress at the workplace. Responding to this issue that requires precise understanding, the objectives of this study are to examine which style of leadership (transformational, transactional and laissez faire) that have significant relationship towards employee turnover intention and to determine stress as a mediator role between leadership and employee turnover intention. A sample of 225 hotel employees from all level of positions of Terengganu hotels was gathered and results of the study showed several significant findings. The most important finding is the significant negative influences of transactional leadership style on employee turnover intention has been found and partial mediation was established when job stress was included. The findings therefore will help to address that the effect of transactional leadership (TL) on employee turnover is increased upon the addition of stress as mediator where subsequently, effective leader could negatively reduce stress and employee turnover intention in hotel industry. 

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