167,242 research outputs found

    The impact of social and temporal job demands and resources on emotional exhaustion and turnover intention among flight attendants

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    Based on a survey among flight attendants from a DACH-country-based airline, this study examines the effects and relative importance of social and temporal determinants of emotional exhaustion and turnover intention. Results suggest that scheduling satisfaction is the most influential predictor of both emotional exhaustion and turnover intention, followed by time pressure and surface acting for emotional Exhaustion and surface acting and organizational support for turnover intention. From a practical standpoint, these results thus suggest that the most important predictors of emotional exhaustion and turnover intention can be shaped and influenced quite well by management

    Turnover Intention as an Impact of Job Insecurity Among Bank Employees

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    The purpose of this research was to investigate the influence of job insecurity on the turnover intention among bank employees in Palembang. This descriptive qualitative study employed job insecurity as the independent variable and turnover intention as the dependent variable. The data collection technique was questionnaires, which were distributed to 125 bank employees in the city of Palembang by using a purposive sampling method. The data were then analyzed using SPSS 19.0 for Windows. The results of this study showed that job insecurity has a positive and significant effect on turnover intention. Consequently, the higher the job insecurity is, the higher the intensity (intention or desire) to resign from the job

    Personal characteristics, occupational stress and turnover intentions among school teachers in Negeri Sembilan, Malaysia

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    Stress is considered as a serious problem in the modern workplace. This paper summarizes occupational stress and turnover intentions experienced by secondary school teachers in the state of Negeri Sembilan, Malaysia. The aim of this study is to investigate the differences across different personal characteristics of the teachers and their level of stress and turnover intention. A total of 150 self-administered questionnaires were collected from secondary schools in the state of Negeri Sembilan. The study reveals that there are significant differences between teachers’ personal characteristics with occupational stress and turnover intention. This study also revealed that there is a positive significant relationship between occupational stress and turnover intention experienced by these teachers. Based on the results, some recommendations are provided

    PENGARUH WORK LIFE BALANCE DAN KOMPENSASI TERHADAP TURNOVER INTENTION DENGAN STRES KERJA SEBAGAI VARIABEL MEDIASI PADA KARYAWAN MILENIAL PT XYZ

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    Tujuan penelitian ini untuk mengetahui pengaruh work life balance terhadap turnover intention, mengetahui pengaruh kompensasi terhadap turnover intention, mengetahui pengaruh work life balance terhadap turnover intention yang dimediasi oleh stres kerja, mengetahui pengaruh kompensasi terhadap turnover intention yang dimediasi oleh stres kerja, serta mengetahui pengaruh stres kerja terhadap turnover intention. Penelitian ini menggunakan metode kuantitatif. Jumlah sampel terdiri dari 32 karyawan PT XYZ menggunakan teknik sampling sensus dimana seluruh anggota populasi dijadikan sebagai sampel. Pengolahan data pada penelitian ini menggunakan aplikasi SmartPLS 3.0 dengan metode Structural Equation Model (SEM) Partial Least Square (PLS). Hasil penelitian ini menunjukkan bahwa (1) work life balance berpengaruh positif dan signifikan terhadap turnover intention, (2) kompensasi tidak berpengaruh dan tidak signifikan terhadap turnover intention, (3) work life balance berpengaruh positif dan signifikan terhadap turnover intention yang dimediasi oleh stres kerja, (4) kompensasi berpengaruh positif dan signifikan terhadap turnover intention yang dimediasi oleh stres kerja, dan (5) stres kerja berpengaruh positif dan signifikan terhadap turnover intention.The purpose of this research is to determine the influence of work life balance on turnover intention, determine the influence of compensation on turnover intention, determine the influence of work life balance on turnover intention which is mediated by work stress, determine the influence of compensation on turnover intention which is mediated by work stress, and determine the influence of stress. work on turnover intention. This research uses quantitative methods. The total sample consisted of 32 PT XYZ employees using census sampling techniques where all members of the population were used as samples. Data processing in this research used the SmartPLS 3.0 application with the Structural Equation Model (SEM) Partial Least Square (PLS) method. The results of this reserach found that (1) work-life balance has a positive and significant effect on turnover intention, (2) compensation has no effect and is not significant on turnover intention, (3) work-life balance has a positive and significant effect on turnover intention mediated by jobstress, (4) compensation has a positive and significant effect on turnover intention mediated by jobstress, and (5) jobstress has a positive and significant effect on turnover intention

    Intention dengan Gender sebagai Variabel Moderating (Studi pada Kantor Akuntan Publik di YOGYAKARTA dan Surakarta)

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    Pengaruh Stres Kerja dan Kepuasan Gaji terhadap Turnover Intention dengan Gender sebagai Variabel Moderating (Studi pada Kantor Akuntan Publik di Yogyakarta dan Surakarta). Penelitian ini bertujuan untuk mengetahui pengaruh (1) Stres Kerja terhadap Turnover Intention, (2) Kepuasan Gaji terhadap Turnover Intention, (3) Stres Kerja terhadap Turnover Intention yang dimoderasi oleh Gender, (4) Kepuasan Gaji terhadap Turnover Intention yang dimoderasi oleh Gender, (5) Stres Kerja dan Kepuasan Gaji secara bersama-sama terhadap Turnover Intention. Penelitian ini merupakan penelitian kuantitatif yang menggunakan data primer melalui metode survei. Metode pengumpulan data dengan menggunakan kuesioner. Data yang terkumpul dianalisis dengan menggunakan, uji asumsi klasik, regresi sederhana dan regresi berganda. Hasil penelitian ini menunjukkan bahwa: (1) terdapat pengaruh positif Stres Kerja terhadap Turnover Intention dibuktikan dengan nilai signifikansi sebesar 0,014; (2) terdapat pengaruh negatif Kepuasan Gaji terhadap Turnover Intention dibuktikan dengan nilai signifikansi sebesar 0,000; (3) tidak terdapat pengaruh antara Stres Kerja terhadap Turnover Intention dengan Gender sebagai pemoderasi ditunjukkan dengan nilai signifikasi sebesar 0,251; (4) tidak terdapat pengaruh Kepuasan Gaji terhadap Turnover Intention jika Gender dijadikan pemoderasi dibuktikan dengan nilai siginifikasi 0,244; (5) terdapat pengaruh antara Stres Kerja dan Kepuasan Gaji dengan Turnover Intention secara bersama-sama dibuktikan dengan nilai Fhitung yang lebih besar dari Ftabel (11,587<2,542)

    Analisa Pengaruh Komitmen Afektif, Komitmen Normatif, Dan Komitmen Berkelanjutan Terhadap Turnover Intention Di Dragon Star Surabaya

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    Penelitian ini ditunjukan untuk menguji pengaruh komitmen afektif, komitmen normatif, dan komitmen berkelanjutan terhadap turnover intention di dragon star surabaya. Penelitian ini menggunakan regresi linier berganda. Hasil dari penelitian adalah komitmen afektif terhadap turnover intention berpengaruh negatif tetapi tidak signifikan, komitmen normatif terhadap turnover intention berpengaruh negatif dan signifikan, komitmen berkelanjutan terhadap turnover intention berpengaruh negatif dan signifikan. Serta komitmen berkelanjutan yang paling dominan mempengaruhi turnover intention

    Stres Kerja dan Motivasi Kerja terhadap Turnover Intention dengan Kepuasan Kerja sebagai Variabel Intervening

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    This research aims to analyze work stress and work motivation on employee turnover intention with job satisfaction as an intervening factor at RSIA X Palembang. The method used is a quantitative causality research method to look at the factors that are related to employees' desire to leave work with a survey research design. The research results show that under work stress, work motivation influences employee turnover intention. Job stress influences job satisfaction. Work motivation has no effect on job satisfaction. Job stress influences turnover intention. Work motivation influences turnover intention. Job satisfaction has no effect on turnover intention. The conclusion was that work stress at RSIA The variables job stress and work motivation influence turnover intention together with job satisfaction as an intervening variable. The work stress variable has a negative effect on job satisfaction. The work motivation variable has no effect on job satisfaction. The work stress variable has a positive effect on turnover intention. The work motivation variable has a negative effect on turnover intention. The job satisfaction variable has no effect on turnover intention. &nbsp; Keywords: Satisfaction, Motivation, HR, Stress, Turnover, Turnover Intentio
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