The relationship between perceived organizational support and employeers turnover intention through supportive co-worker workshop in division B at Company X

Abstract

The relationship between perceived organizational support and employee's turnover intention through supportive co-worker workshop in division B at Company X In today's business situation, retaining employee still be a major challenge to compete in the real market. The extent to which an employee is committed to the organization is often based on exchange relationship between organization and employee. Since employees are critical components in the organization, effort be must put to increase their perception of organizational support as a key predictor of turnover intentions. Therefore, this study aims to determine the relationship of perceived organizational support (POS) and employee turnover intentions. Moreover, this study aims is also to determine the most effective intervention for decreasing turnover intention. This research was conducted in Division B at Company X, a pharmaceutical and chemical company in Jakarta with a home base in Germany that struggling with turnover intention. An online survey using questionnaire was done on 103 employees in Division B of Company X to determine the relationship between the two variables. The employees were selected using simple random sampling. The result shows that there is a significant relationship between POS and turnover intention. It can be interpreted that the higher score of perceived organizational support, the lower score of turnover intention and vice versa. Based on the result, an intervention that can increase perceived organizational support was designed in the form of supportive co-worker workshop.

Career Trajectory and Employees’ Retention in Selected Public University Teaching Hospitals in South-South Nigeria

“…Perceived organisational support is influenced by four factors. According to (Alfisyahri, Etikariena & Gatari, 2017), this include; fairness, organisational reward and job condition, supervisor support, and co-worker support. Fairness, equity, and justice are key to gaining employees' www.afropolitanjournals.com confidence.…”

Pentingnya Peran Strategi Sumber Daya Manusia Dalam Mempengaruhi Retensi Auditor Di Indonesia

“…Hal ini dikarenakan dengan adanya kebijakan perusahaan ataupun perlakukan kantor akuntan publik yang dapat meningkatkan persepsi auditor bahwa mereka dihargai dan penting bagi perusahaan maka akan membuat auditor menjadi nyaman dan ingin loyal terhadap kantor akuntan publik. Hasil ini sama dengan penelitian yang dilakukan oleh Fitria & Linda (2019), Alfisyahri (2018), Ghazali et al (2018), Treglown et al (2018, Ashraf et al (2016), Saranya & Muthumani (2015) Kalidass & Bahron (2015), Islam et al (2013), Hussain & Asif (2012) dan Tumwesigye (2010) yang menemukan bahwa persepsi dukungan organisasi memiliki hubungan yang signifikan positif terhadap retensi karyawan. Berdasarkan hasil analisis dapat disimpulkan bahwa hipotesis keenam terbukti.…”

Perceived Organizational Support and Intention to Stay: The Mediating Effect of Employee Engagement

“…POS has been noticed to be strongly associated with intention to leave a job and thus efforts to develop the exchange relationship between employer and employee may help to lessen the turnover intention (Wayne et al, 1997). Further, POS has been considered as one of the key factors that influence employees’ intention stay with it (Alfisyahri et al, 2017; Diógenes et al, 2016; Ghazali et al, 2018; Naim & Lenka, 2017; Prakosa et al, 2019). Furthermore, the study conducted by researchers (Karim et al, 2019) indicated that relationship between POS and ITS is mediated by Job Involvement.…”