Job satisfaction and turnover intention: The mediating effect of affective commitment

Kartika, Galih; Purba, Debora Eflina

doi:10.7454/proust.v1i2.34

Cited by 24 publications

(22 citation statements)

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“…Akgunduz & Eryilmaz (2018) berpandangan bahwa turnover intention karyawan merujuk pada kesadaran atau pemikiran tentang keluar dari perusahaannya saat ini. Sebelum memutuskan keluar dari tempat kerjanya, pekerja yang berniat keluar dari pekerjaannya, maka mereka mulai mencari informasi lowongan pekerjaan di perusahaan lain (Kartika & Purba, 2018). Turnover intention merupakan sinyal awal untuk pergantian karyawan dan didefinisikan sebagai penarikan individu dari pekerjaan atau organisasi mereka, dan secara aktif mencari pekerjaan lain atau alternatif karir (Haque et al, 2019).…”

Section: Kajian Pustaka Dan Pengembangan Hipotesisunclassified

Pengaruh Job Insecurity, Job Satisfaction dan Lingkungan Kerja Terhadap Turnover Intention Karyawan

Marzuqi¹

2021

JIM

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Turnover intention occurs when employees fail to get what they expect from their place of work, such as work satisfaction, comfort at the workplace, job future guarantee, etc. Employees who desire to resign from their company will start looking for information about job vacancies in other places that offer better opportunities than their current workplace. When they find a job vacancy that matches them, they will decide to resign from their company. This research aimed to determine the impact of job insecurity, job satisfaction, and work environment on employee turnover intention. The research sample used was 80 outsourcing employees from PT Shelter Nusa Indah. The data analysis technique used in this study is the Multiple Linear Regression model using the IBM SPSS 23 program. The results of this study are that job insecurity has a positive and significant effect on turnover intention. Job satisfaction and work environment have a negative and significant impact on turnover intention The managerial implications of this research are expected to be suggestions in making company policies related to turnover intention. The company is expected to reduce feelings of restlessness, anxiety, and worry over the threats experienced by employees regarding their future in the company. The company is expected to give appreciation or reward to employees who have good performance and dedication to the progress of the company. The company is expected to be able to maintain and create a comfortable work environment for employees.

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Section: Kajian Pustaka Dan Pengembangan Hipotesisunclassified

Pengaruh Job Insecurity, Job Satisfaction dan Lingkungan Kerja Terhadap Turnover Intention Karyawan

Marzuqi¹

2021

JIM

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“…Literature suggests a link between high-performance work practices and organizational performance by considering a mediating role of affective commitment. For a purpose, Kartika and Purba (2018) demonstrate that affective commitment acts as a full mediator in the relationship between job satisfaction and employee's turnover intentions. Although literature available in the domain of human resources and organizational psychology considers affective commitment as a significant mediator, but there is very less confirmation whether affective commitment acts as a mediator to study the impact of internal branding.…”

Section: Mediating Role Of Affective Commitmentmentioning

confidence: 99%

Moderation-mediation framework connecting internal branding, affective commitment, employee engagement and job satisfaction: an empirical study of BPO employees in Indian context

Kaur

Malhotra²,

Sharma

2020

APJBA

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PurposeTaking an evidence from social exchange theory, this research examines the mediating role of affective commitment in the correlation between internal branding, employee engagement and job satisfaction. The moderating role of work environment on the link between internal branding and affective commitment is also studied in this research.Design/methodology/approachThe data were collected by using well-structured research measures from 215 employees working in the BPO sector of India (Punjab and Chandigarh). The hypotheses were developed, and the conceptual model was validated by applying structural equation modeling. The data were analyzed by using two statistical packages, namely SPSS and AMOS.FindingsThe findings suggest that internal branding has a significant positive relationship with employee engagement, job satisfaction and affective commitment. The mediating effect of affective commitment on the relationship between internal branding and employee engagement was full, whereas on the relationship between internal branding and job satisfaction, it was partial. Work environment also moderated the relationship of internal branding with affective commitment.Research limitations/implicationsThe current study offers significant lessons to management thinkers, human resource (HR), organizational branding and marketing manager. However, BPO sector should be aware about the critical role played by internal branding to enhance affective commitment, employee engagement and job satisfaction of the employees. The role of affective commitment is also taken into account to study the effect of internal branding on employee engagement and employee's job satisfaction. For itself, internal branding cannot be considered as in isolation and is doubtful to be efficacious if the work environment is not encouraging to an employee as well as to the brand values.Practical implicationsThis study offers significant lessons to management thinkers, HR, organizational branding and marketing manager. However, BPO sector should be aware about the critical role played by internal branding to enhance employee engagement, job satisfaction and affective commitment of the employees. An important role of affective commitment is also taken into account to study the effect of internal branding on employee engagement and employee's job satisfaction. For itself, internal branding cannot be considered as in isolation and is doubtful to be efficacious if employees are not provided an encouraging work environment.Originality/valueExisting researches on internal branding are theoretical in nature and overlook the empirical impact of internal branding on employee engagement, job satisfaction and affective commitment from the BPO employees' perspective. The study also offers an empirical examination of potential mediator and moderator for internal branding.

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“…It provides affective and normative commitment as mechanisms through which job satisfaction reduces turnover intentions. There has remained contradiction over the independence and influence of affective and normative commitment (Kartika & Purba, 2018;Samad & Yusuf, 2012;Wells et al, 2016, Lu et al, 2002Meyer & Parfyonova, 2010) notwithstanding the predictive capability of continuance commitment (Jaros, 1997;Jaros & Culpepper, 2014) although all the three components have generally been posted as strong predictors of turnover intentions (Meyer et al, 2002;Blau, 2009). This paper's specific consideration of affective and normative commitment contributes to this debate.…”

Section: Introductionmentioning

confidence: 91%

Job Satisfaction and Turnover Intentions in Faith-Based Hospitals in Uganda: The Mediation Role of Organizational Commitment

2022

JOP

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This paper examines job satisfaction, organizational commitment and turnover intentions among health workers in faith-based hospitals in Uganda. The study surveyed 125 nurses from three catholic faith-based hospitals. Hierarchical regression analysis confirmed that job satisfaction has a negative effect on turnover intentions, while affective and normative commitments partially mediate the relationship between job satisfaction and turnover intentions. Female gender, and organizational tenure-3-9 years, each negatively contributes to turnover intentions, while Registered Comprehensive Nursing positively predicts turnover intentions. The importance of job satisfaction, emotional attachment, and a sense of obligation is emphasised, but the ambiguity and thus negative effect of Registered Comprehensive Nursing is noted.

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Job satisfaction and turnover intention: The mediating effect of affective commitment

Cited by 24 publications

References 0 publications

Pengaruh Job Insecurity, Job Satisfaction dan Lingkungan Kerja Terhadap Turnover Intention Karyawan

Pengaruh Job Insecurity, Job Satisfaction dan Lingkungan Kerja Terhadap Turnover Intention Karyawan

Moderation-mediation framework connecting internal branding, affective commitment, employee engagement and job satisfaction: an empirical study of BPO employees in Indian context

Job Satisfaction and Turnover Intentions in Faith-Based Hospitals in Uganda: The Mediation Role of Organizational Commitment

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