The impacts of job satisfaction, organizational commitment and job stress on turnover intention: A case in the Malaysian manufacturing

Saraih, Ummi Naiemah; Beng, Thye Lee; Isa, Evawaynie Valquis Md; Radzi, Wan Norsyafawati W. Muhamad

doi:10.1063/5.0050072

Cited by 3 publications

(3 citation statements)

References 9 publications

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“…Turnover intention is defined as the personal evaluation a person makes regarding leaving their organization. In addition, turnover intention is defined as the contemplation made by a staff member to leave their company and in a certain period look for a new job [ 40 ].…”

Section: Theoretical Framework and Hypothesesmentioning

confidence: 99%

The Impact of Core Self-Evaluations on Job Satisfaction and Turnover Intention among Higher Education Academic Staff: Mediating Roles of Intrinsic and Extrinsic Motivation

Akosile

Ekemen

2022

Behavioral Sciences

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Job satisfaction and turnover intention among academic staff remains a challenge in higher education institutions. To aid understanding of the factors that can reduce intention to leave and increase job satisfaction among academic staff, the present research investigated the impact of core self-evaluations (CSEs) on job satisfaction and turnover intention by proposing a parallel mediation model. The researcher used quantitative approach. The sample consisted of (n = 305) academic staff working in higher education institutions in Nigeria, with a total of 80 females and 225 males. The study attempted to investigate the connection between core self-evaluations, job satisfaction, and turnover intention using self-determination theory to investigate the parallel mediating role of intrinsic and extrinsic motivation on the relationship. Through application of structural equation modeling, the findings showed that CSEs had an impact on job satisfaction and turnover intention, mainly through the mediating role of intrinsic and extrinsic motivation. The mediating role of intrinsic and extrinsic motivation provided new insight into the connections between core self-evaluations, job satisfaction, and turnover expectations.

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Section: Theoretical Framework and Hypothesesmentioning

confidence: 99%

The Impact of Core Self-Evaluations on Job Satisfaction and Turnover Intention among Higher Education Academic Staff: Mediating Roles of Intrinsic and Extrinsic Motivation

Akosile

Ekemen

2022

Behavioral Sciences

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“…Karyawan akan mengalami work satisfaction yang tinggi, jika mereka merasa bahwa kapasitas, pengalaman, dan nilai mereka dapat dimanfaatkan dengan baik di tempat kerja serta tersedianya peluang dan penghargaan untuk mengembangkan karir kedepannya. Sejumlah penelitian telah dilakukan untuk menilai efek dari Work satisfaction terhadap turnover intention, hasilnya work satisfaction memiliki konsekuensi negatif dan signifikan terhadap niat keluar dari organisasi (AL-Maaitah et al, 2021;Fayyazi & Aslani, 2015;Naiemah et al, 2021;Oosthuizen et al, 2019). Work satisfaction yang rendah dapat mengurangi semangat untuk meningkatkan kinerja yang membuat tingkat turnover intention semakin tinggi.…”

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“…Turnover intention juga dipandang sebagai masalah krusial bagi pihak manajemen perusahaan selama bertahun-tahun karena membawa dampak negatif bagi organisasi seperti seperti hilangnya keahlian, pengalaman dan keterampilan karyawan (Naiemah et al, 2021). Melihat kondisi kerja saat ini, permasalahan turnover intention karyawan sukar untuk dihindarkan bahkan diminimalisir (Oosthuizen et al, 2019).…”

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Pengaruh Work-Life Balance dan Work Satisfaction terhadap Turnover Intention Karyawan Kontrak PT. Sukuntex – Spinning Kudus

Ariyani

Pradhanawati

Prabawani

2022

J. Ilmu Admin. Bis.

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A phenomenon that often occurs in human resource management systems in several companies is turnover intention. Turnover Intention is one of the critical issues that is often studied by many researchers in organizational studies from various perspectives. This study's purpose was to partially and jointly determine the effect of work-life balance and job satisfaction on the turnover intention of contract employees in the textile industry in Kudus, Central Java. Contract employees are believed to be the group most at risk of high turnover intention in the organization. The data used are descriptive analysis and explanatory analysis using a sample of 105 questionnaires from 117 questionnaires that have been distributed to selected groups using the census sampling method. 3 Hypothesis testing using SPSS for windows version 25. The significance test (T-test & F-test) shows that work-life balance and job satisfaction have a negative and significant relationship partially and simultaneously on the desire to move on contract employees of PT. Sukuntex –Spinning Kudus. The findings of this study detect that the work satisfaction variable is the element that most influences the level of desire to change jobs among contract employees of PT. Sukuntex – Spinning Kudus.Fenomena yang sering terjadi pada sistem manajemen sumber daya manusia di beberapa perusahaan adalah turnover intention. Turnover Intention adalah salah satu isu kritis yang sering dipelajari oleh banyak peneliti dalam studi organisasi dari berbagai perspektif. Tujuan penelitian ini untuk mengetahui pengaruh work-life balance dan kepuasan kerja secara parsial dan simultan terhadap turnover intention karyawan kontrak pada industri tekstil di Kudus, Jawa Tengah. Karyawan kontrak diyakini sebagai kelompok yang paling berisiko memiliki keinginan berpindah yang tinggi dalam organisasi. Data yang digunakan adalah analisis deskriptif dan analisis eksplanatori dengan menggunakan sampel sebanyak 105 kuesioner dari 117 kuesioner yang telah dibagikan kepada kelompok terpilih dengan menggunakan metode senus sampling. 3 Hipotesis diuji menggunakan SPSS for windows versi 25. Berdasarkan hasil penelitian uji signifikansi (Uji T & Uji F) menunjukkan bahwa work-life balance dan kepuasan kerja memiliki hubungan yang negative dan signifikan secara parsial dan simultan terhadap keinginan berpindah pada karyawan kontrak PT. Sukuntex – Spinning Kudus. Temuan penelitisn ini mendeteksi bahwa variabel work satisfaction merupakan elemen yang paling mempengaruhi tingkat keinginan untuk berpindah kerja di antara karyawan kontrak PT. Sukuntex – Spinning Kudus.

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Human Resource Management Practices Toward Job Satisfaction and Employee Intention to Leave Academic Institutions

Permarupan,

Saufi,

Aidara

et al. 2024

Technical and Vocational Education and Training: Issues, Concerns and Prospects

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The impacts of job satisfaction, organizational commitment and job stress on turnover intention: A case in the Malaysian manufacturing

Cited by 3 publications

References 9 publications

The Impact of Core Self-Evaluations on Job Satisfaction and Turnover Intention among Higher Education Academic Staff: Mediating Roles of Intrinsic and Extrinsic Motivation

The Impact of Core Self-Evaluations on Job Satisfaction and Turnover Intention among Higher Education Academic Staff: Mediating Roles of Intrinsic and Extrinsic Motivation

Pengaruh Work-Life Balance dan Work Satisfaction terhadap Turnover Intention Karyawan Kontrak PT. Sukuntex – Spinning Kudus

Human Resource Management Practices Toward Job Satisfaction and Employee Intention to Leave Academic Institutions

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