Effect of job stress, emotional weakness and job satisfaction on intention to leave

Abstract

This study used variable job stress, job satisfaction, job exhaustion and intention to leave. Aim to examine the effect of job stress variables on intention to leave, job satisfaction on intention to leave, emotional exhaustion on intention to leave. Strengthened on the basis of the theory of discrepancy theory, two-factor theory and continuance commitment. This study uses saturated sampling, which is a total sample of 48 employees operating at Matahari Department Store, Lipo Mall, Kuta Mall. The method of data collection uses interviewees and questionnaires with primary and secondary data sources. The results of the study using multiple linear regression analysis showed job stress has a positive effect on intention to leave, job satisfaction has a negative effect on intention to leave and emotional exhaustion has a positive effect on intention to leave.

Peran Kepuasan Kerja Memediasi Pengaruh Stres Kerja Terhadap Turnover Intention Perawat Rsud Tabanan

“…Sejalan dengan penelitian Mawardi (2022) yang menyatakan kepuasan kerja karyawan berpengaruh negatif dan signifikan terhadap turnover, dimana ketika karyawan puas, mereka akan berniat untuk tinggal di organisasi, sebaliknya ketika mereka merasa tidak puas, mereka berpikir untuk pergi. Yo & Supartha (2019)…”

Mobbing and corporate social responsibility: does the status of the organisation guarantee employee wellbeing and intentions to stay in the job?

“…In other words, the employee's emotional state in the organization depends on a set of subjective and objective circumstances, which depends to a large extent on the policy implemented by the organization. Still, an emotionally insecure and dissatisfied employee will not necessarily make a quick decision to leave the job, but it all has to do with whether he/she intends to stay in it for a longer term (McGinley & Mattila, 2020;Supartha, 2019). Research shows that, on the one hand, job insecurity promotes the appreciation of one's workplace (Reiter, 2010) and on the other hand, the search for better conditions is negatively associated with staying in the same job for a longer period of time (Mussagulova et al, 2019).…”

We need to talk about kinship: how kinship weakens turnover intentions among academicians at private higher education institutions in Indonesia

“…, 2021a, b), job security, supervisor support, compensation satisfaction, job autonomy, key performance indicators (KPI) achievability, job satisfaction (Rathakrishnan et al. , 2016; Yo and Supartha, 2019), job stress, emotional exhaustion (Yo and Supartha, 2019), organizational characteristics (Abdul Rehman et al. , 2011), person-organization fit (P-O fit) and person-job fit (P-J fit) (Ketkaew et al.…”

“…Important factors that are consistently associated with turnover intentions, especially in higher education institutions are commitment, motivation (Maryam et al, 2021), extroversion and neuroticism (Teng et al, 2019), organizational reputation, person-vocation fit (P-V fit) (Kakar et al, 2021a, b), job security, supervisor support, compensation satisfaction, job autonomy, key performance indicators (KPI) achievability, job satisfaction (Rathakrishnan et al, 2016;Yo and Supartha, 2019), job stress, emotional exhaustion (Yo and Supartha, 2019), organizational characteristics (Abdul Rehman et al, 2011), person-organization fit (P-O fit) and person-job fit (P-J fit) (Ketkaew et al, 2020;Memon et al, 2018a, b;Tang et al, 2021). However, of these factors, we only focus on P-O fit and P-J fit because many studies have provided consistent evidence showing that P-O fit is strongly associated with turnover intentions (Verquer et al, 2003;Abdalla et al, 2018;Ko and Campbell, 2020;Peng et al, 2014), in particular higher education institutions (Grobler and van Rensburg, 2019) and P-J fit (Abdalla et al, 2018;Berisha and Lajçi, 2020;Kakar, 2022).…”