The Influences of Job Satisfaction and Organizational Commitment on Turnover Intention

Tnay, Evelyn; Othman, Abg Ekhsan Abg; Siong, Heng Chin; Lim, Sheilla Lim Omar

doi:10.1016/j.sbspro.2013.10.223

Cited by 96 publications

(82 citation statements)

References 10 publications

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“…Researchers reported that job satisfaction had an adverse and decreased connection on turnover intention [38].…”

Section: Job Satisfaction and Turnover Intentionsmentioning

confidence: 99%

Transformational Leadership, Job Satisfaction, Organizational Commitment, and Turnover Intentions: The Direct Effects among Bank Representatives

Abouraia¹,

Othman²

2017

AJIBM

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Transformational leadership is the current design for numerous financial institutions which manifests how bank executives could impact psychological as well as behavioral repercussions of their bank representatives. The ultimate intention of this descriptive research study is to identify the connection between transformational leadership, job satisfaction and organizational commitment of workforces operating in the financial market of Jeddah, Saudi Arabia. A five-point Likert-scale questionnaire, containing 38 survey items, separated right into four components which developed and reviewed. Four financial institutions were sorted out on a straightforward and unique testing principle. An overall of 300 questionnaires apportioned in four banks from which 181 questionnaires reciprocated with 60.33 percent response rate. For the objective of manipulation and analysis, useable data grasped to a software package called SPSS. The integrity of the questionnaire was examined and found to be 0.85. The research outcomes unveiled a robust assistance for the proposed significant and positive connection between transformational leadership, job satisfaction, and organizational commitment of bank representatives. The outcomes additionally suggested the inverted relationship among personnel's job satisfaction as well as for purposes to abdicate from their financial institutions.

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“…Researchers reported that job satisfaction had an adverse and decreased connection on turnover intention [38].…”

Section: Job Satisfaction and Turnover Intentionsmentioning

confidence: 99%

Transformational Leadership, Job Satisfaction, Organizational Commitment, and Turnover Intentions: The Direct Effects among Bank Representatives

Abouraia¹,

Othman²

2017

AJIBM

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“…According to [39], other factors can affect turnover intention are leadership style or group dynamics. Besides that, [17] also added that factor of training and social support can be further researched in the future study.…”

Section: Resultsmentioning

confidence: 99%

Factors Influencing Turnover Intention in a Malaysian Manufacturing Company

Alias¹,

Rohmanan²,

Ismail³

et al. 2018

KSS

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Turnover intention is defined as a process of employee to leave the current job or his willingness to separate from the organization. Truthfully, the talent of one employee cannot be inherited or be same by others new employee, thus, the need to retain the employee talents are crucial for employers and organizations to face the challenges in today's intense global competition. Employee turnover has become most important issues to most organizations, hence, this issue still need a special attention since it can affect organizational performance. However, in retaining employees, organization cannot escape from exposing their workforce to higher level of work stress in order to achieve high demands and targets. Thus, the main objective of this paper is to examine the relationship between job stress, work engagement, job satisfaction and organizational commitment and employee turnover intention among manufacturing employees in Malaysia. A total of 170 employees were surveyed through a self-administered questionnaire. Statistical Package for Social Science (SPSS) version 20 was employed to perform data analysis of the study. Descriptive, Correlations and Regressions Analyses were performed and the findings revealed that there is significant relationship between work engagement, job satisfaction and organizational commitment and turnover intention. While no significant relationship was found between job stress and turnover intention.

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“…Meskipun beberapa kajian memberikan bukti bahwasanya variabel kerja seperti kepuasan kerja, komitmen, stres kerja dan persepsi politik organisasi memberikan berkontribusi akan hadirnya keinginan untuk keluar namun hasil-hasil tersebut dianggap belum sepenuhnya konsisten karena dalam beberapa studi juga menemukan hasil yang cukup beragam (Tnay et al, 2013), Ibrar (2015), Delle (2013). Hubungan ketidakkonsisten di atas mungkin saja dapatdijelaskan bahwa adanya variable ketiga yang dapat melemahkan hubungan Pada beberapa studi mengemukakan bahkan bahwa persepsi dukungan organisasi mempunyai peran moderat terhadap hubungan antara persepsi politik organisasi, komitmen organisasi, kepuasan kerja dan stres kerja, terhadap keinginan untuk keluar, dimana hadirnya persepsi dukungan organisasi yang tinggi dapat meningkatkan komitmen kerja, kepuasan kerja dan menurunkan stres kerja yang pada kaitanya akan menurunkan tingkat keinginan untuk keluar (Kalidass & Bahron 2016;Perryer, Jordan, Firns & Travaglione 2010;Pathak 2012).…”

Section: Pendahuluanunclassified

Peran Persepsi Politik Organisasi, Komitmen Afektif, Kepuasan Kerja dan Stres Kerja terhadap Keinginan untuk Keluar dengan Persepsi Dukungan Organisasi sebagai Moderator

Hermawan

Mas’ud

Perdhana

2018

JBS

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This study aims at analyzing influences of political perception of organization, affective commitment, work satisfaction and work stress towards employee's eagerness to drop out with a variable of moderation perception of endorsement of organization. This study was conducted at PT PQRS. Analysis method used in this study was mixed method with the explanatory sequential design.The number of the sample was 157 respondents for closed questionnaire and 3 participants for opened questionnaire. The questionnaire measurement was closed with scale 1-7. In quantitative analysis data analysis used was multiple regression analysis with moderating variable and a help of SPSS 23 program. In qualitative analysis data analysis used was deskriptive analysis.In quantitative analysis of examination findings toward hypothesis, it is indicated that variable of political perception of organization positively affects an eagerness of dropping out, affective commitment affects an eagerness of dropping out negatively, work stress positively affects an eagerness of dropping out and perception of endorsement of organization can moderate correlation between affective commitment and work stress towards an eagerness to drop out yet not between perception of endorsement of organization and work satisfaction towards employee's eagerness to drop out.In qualitative analysis gives results that support the results of hypothesis testing where employees reveal the existence of political behavior and work stress is high enough accompanied by the level of affective commitment and job satisfaction which is low, so that it gives the impact on the high desire to get out of work. Other results indicate that organizational support can be perceived by employees so that moderation testing that is conducted get support that the desire to get out of work tends to decrease when they perceive organizational support at low levels of affective commitment and the employees' desire to get out of work tends to decrease when they perceive organizational support at the high level of work stress.

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The Influences of Job Satisfaction and Organizational Commitment on Turnover Intention

Cited by 96 publications

References 10 publications

Transformational Leadership, Job Satisfaction, Organizational Commitment, and Turnover Intentions: The Direct Effects among Bank Representatives

Transformational Leadership, Job Satisfaction, Organizational Commitment, and Turnover Intentions: The Direct Effects among Bank Representatives

Factors Influencing Turnover Intention in a Malaysian Manufacturing Company

Peran Persepsi Politik Organisasi, Komitmen Afektif, Kepuasan Kerja dan Stres Kerja terhadap Keinginan untuk Keluar dengan Persepsi Dukungan Organisasi sebagai Moderator

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