scholarly journals Covid-19: The Effect of Person-Environment Misfit and Job Insecurity on Employee Turnover Intention

2022 ◽  
Vol 12 (1) ◽  
Author(s):  
Mutiiah Mohamad ◽  
Abdul Kadir Othman ◽  
Ahmad Suffian Mohd Zahari
Keyword(s):  
Turnover Intention ◽  
Employee Turnover ◽  
Job Insecurity ◽  
Employee Turnover Intention

scholarly journals Pengaruh Kepercayaan kepada Manajemen dan Job Insecurity terhadap Intensi Keluar Kerja

2021 ◽  
Vol 5 (4) ◽  
pp. 374
Author(s):  
Areli Oldo Faoso ◽  
Rostiana Rostiana
Keyword(s):  
Competitive Advantage ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Trust Management ◽  
Job Insecurity ◽  
Employee Turnover Intention ◽  
Result Show ◽  
New Employee ◽  
Turn Over ◽  
A Company

Employees are a company’s asset which also represents a competitive advantage of a company. Employee turnover intention will be effect in higher cost and loss of competitive advantage, and also the loss time for training again for new employee. This research aims to find out the influence of trust management and job insecurity to turnover intention. Questioner are distributed to 80 employees from staff to manager, that already work minimum 1 years and turnover data is collected the period 2019-2020. The result show only that trust management has proven influence turn over intention, mean while the influence of job insecurity to turn over intention is not significant.It can be said that trust management needs to be calculated in making company policies. Karyawan merupakan aset perusahaan yang juga merupakan keunggulan kompetitif suatu perusahaan. Intensi keluar kerja karyawan akan berdampak pada biaya yang lebih tinggi dan hilangnya keunggulan kompetitif, serta hilangnya waktu pelatihan bagi karyawan baru. Penelitian ini bertujuan untuk mengetahui pengaruh kepercayaan kepada manajemen dan job insecurity terhadap intensi keluar kerja. Kuesioner dibagikan kepada 80 karyawan mulai dari staff hingga manager yang telah bekerja minimal 1 tahun dan dilakukan pengumpulan data intensi keluar kerja periode 2019-2020. Hasil penelitian hanya menunjukkan bahwa kepercayaan kepada manajemen terbukti mempengaruhi intensitas keluar kerja, sedangkan pengaruh job insecurity terhadap intensi keluar kerja tidak signifikan.Dapat dikatakan bahwa manajemen kepercayaan perlu diperhitungkan dalam pengambilan kebijakan perusahaan.

scholarly journals Employee Turnover Intention at a Historically Disadvantaged South African University

2020 ◽  
Vol 10 (6) ◽  
pp. 162
Author(s):  
Patrick W. Bwowe
Keyword(s):  
South African ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Intent To Leave ◽  
Job Insecurity ◽  
Advancement Opportunities ◽  
Descriptive Research ◽  
Employee Turnover Intention ◽  
Job Opportunities ◽  
Historically Disadvantaged

This study was motivated by the desire to explore the nature and level of turnover intention at a historically disadvantaged university in South Africa. A sample of 40 participants namely: academics, support and technical staff from the selected institution were purposely identified to participate in the study. The study was mainly exploratory in nature and used quantitative and descriptive research techniques to assess and explain seven behavioural intention factors to leave or stay in the current organisation. In addition, the study investigated factors that are likely to influence employee turnover intention in organisations. Findings show high desirability of employees to leave their present job. It further indicates that the ease of movement is influenced by external factors like availability of job opportunities elsewhere. Lack of advancement opportunities, job insecurity, workload, job opportunities and inadequate salary and benefits are the most influencing factors of turnover intention. The study is significant in that it provides important information on employees’ intent to leave. In addition, knowledge gained from it can be used to enhance understanding of factors that predict actual turnover and could also assist in controlling employees’ avoidance behaviours.

scholarly journals PENGARUH JOB INSECURITY DAN KEPUASAN KERJA TERHADAP TURNOVER INTENTION PADA KARYAWAN PABRIK KERAMIK DI MOJOSARI

2019 ◽  
Vol 7 (2) ◽  
pp. 102
Author(s):  
Nassrulloh Nassrulloh ◽  
Titik Ambarwati ◽  
Mursidi Mursidi
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Job Insecurity ◽  
Employee Performance ◽  
Linear Regression Analysis ◽  
Sampling Technique ◽  
Employee Turnover Intention ◽  
The Impact ◽  
Very High

This study aims to describe the impact of job insecurity and job satisfactionon employee turnover intention at ceramic factory in Mojosari and to figureout the most dominant variable that influences employee performance. Thesample consisted of 68 employees of production department selected byusing Proportionate Stratified Random Sampling technique. In order to pointout the level of job insecurity, job satisfaction, and employee turnoverintention, this study used Likert Scale analysis. Further, Multiple LinearRegression analysis was used to figure out the impact of job insecurity andjob satisfaction on employee turnover intention. The findings indicated thatemployee turnover intention was very high, job insecurity was high, and jobsatisfaction was moderate. Job insecurity did not influence employeeturnover intention with the value of t- arithmetic of 1.051 that is lower than ttableof 1.998. Meanwhile, job satisfaction negatively and significantlyinfluenced employee turnover intention with t-count of -3.108. The result ofSimple Linear Regression analysis, job insecurity and job satisfactionsignificantly influenced employee turnover intention. Moreover, bycomparing the regression coefficients, the most dominant variableinfluencing employee turnover intention was job satisfaction.

scholarly journals PENGARUH JOB INSECURITY DAN WORKPLACE BULLYING TERHADAP TURNOVER INTENTION KARYAWAN SEMINYAK GARDEN HOTEL & POOL

Widya Amrita ◽  
2021 ◽  
Vol 1 (1) ◽  
pp. 179-194
Author(s):  
Ni Luh Gede Yuliani ◽  
AA Ngurah Sadiartha ◽  
Putu Krisna Adwitya Sanjaya
Keyword(s):  
Turnover Intention ◽  
Employee Turnover ◽  
Workplace Bullying ◽  
Sampling Method ◽  
Job Insecurity ◽  
Linear Regression Analysis ◽  
Multiple Linear Regression Analysis ◽  
Validity And Reliability ◽  
Employee Turnover Intention ◽  
Analysis Determination

Turnover intention is an employee's desire to leave the organization that has not been manifested in a definite action by leaving the organization where the employee is located. The purpose of this study was to determine the effect of job insecurity and workplace bullying on employee turnover intention at the Seminyak Garden Hotel & Pool. This research was conducted at Seminyak Garden Hotel & Pool which is located on Jalan Raya Petitenget No.7, Kerobokan, Kuta Bali. The number of respondents taken was 47 employees with saturated sampling method. Data collection was carried out through observation, questionnaires, interviews, literature and documentation. The data analysis techniques used were validity and reliability tests, classical assumption tests, multiple linear regression analysis, determination, t test (partial regression), and F test (simultaneous regression). Based on the analysis, it was found that Job Security has a positive and significant effect on Turnover Intention. Workplace Bullying has a positive and significant effect on Employee Turnover Intention. Job Insecurity and Workplace Bullying have a positive and significant effect on Employee Intention Turnover at Seminyak Garden Hotel & Pool.

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.

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