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Journal articles on the topic 'Turnover intention'

Author: Grafiati

Published: 4 June 2021

Last updated: 25 July 2025

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1

Galanis, Petros, Ioannis Moisoglou, Maria Malliarou, et al. "Quiet Quitting among Nurses Increases Their Turnover Intention: Evidence from Greece in the Post-COVID-19 Era." Healthcare 12, no. 1 (2023): 79. http://dx.doi.org/10.3390/healthcare12010079.

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As turnover intention is a strong determinant of actual turnover behavior, scholars should identify the determinants of turnover intention. In this context, the aim of this study was to assess the effect of quiet quitting on nurses’ turnover intentions. Additionally, this study examined the impact of several demographic and job characteristics on turnover intention. A cross-sectional study with 629 nurses in Greece was conducted. The data were collected in September 2023. Quiet quitting was measured with the “Quiet Quitting” scale. In this study, 60.9% of nurses were considered quiet quitters,

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Liu, Hui, and Yan Liu. "Visualization Research and Analysis of Turnover Intention." E3S Web of Conferences 253 (2021): 02018. http://dx.doi.org/10.1051/e3sconf/202125302018.

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Turnover intentions plays an important role in predicting employee turnover behavior. In order to accurately identify research hotspots and evolutionary trends in turnover intention, this study uses the literature on departure inclination in the Web of Science core collection as the research object and uses CiteSpace.5.5 for visual analysis. The research results show that the research topics of turnover intention can be summarized into three aspects: the factors affecting turnover intention, the consequences of turnover intention, and the research methods. Although some researches on turnover

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Mehmood, Nasir, Dr Ungku Norulkamar, and Dr Sobia Irum. "Relationship Between Distributive Justice, Ethical Leadership, and Turnover Intention with the Mediating Effects of Ethical Climate." International Journal of Engineering & Technology 7, no. 2.29 (2018): 429. http://dx.doi.org/10.14419/ijet.v7i2.29.13667.

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Leaders form an organization’s ethical climate and influence employees’ perceptions and intentions. Employees’ intentions become positive when leader’s personal ethics and ethical climate are congruent. The current study focused on the relationships among ethical leadership, distributive justice and ethical climate in the formation of employee’s turnover intention. The purpose of the study is (1) to examine whether leader’s ethics significantly impact over turnover intention, (2) to what extent distributive justice effects turnover intention, and (3) to determine the indirect impact of ethical

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Apriani, Nilhar, and Zulkifli Musannip Efendi Siregar. "Factors Affecting Turnover Intention: A Literature Review." International Journal of Business, Technology and Organizational Behavior (IJBTOB) 3, no. 3 (2023): 224–31. http://dx.doi.org/10.52218/ijbtob.v3i3.277.

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There are many things that become the question why an employee leaves the organization or company where he works. This action is called turnover intention, namely the tendency or intention of employees to quit their job. Of course, this is an important issue for companies to find out the cause because employee turnover requires a large amount of money. The purpose of this literature review is to identify the factors that influence turnover intention. Methods Writing articles use the method of collecting data from literature studies (literature review) of national and international journals abo

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Li, Yuting, and Rapinder Sawhney. "Empirical Analysis of Factors Impacting Turnover Intention among Manufacturing Workers." International Journal of Business and Management 14, no. 4 (2019): 1. http://dx.doi.org/10.5539/ijbm.v14n4p1.

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The purpose of this study was to investigate how turnover intention relates to job satisfaction, organizational commitment, leadership, job performance, and work-family conflict among manufacturing workers in Tennessee, USA. A causal model was proposed, and a turnover intention survey questionnaire for manufacturing workers was developed. The data were collected from manufacturing companies in the Tennessee area and analyzed by SPSS and structural equation modeling (SEM). The results of our study indicated that job satisfaction and organizational commitment negatively and significantly affecte

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Darmawan, I. Nengah Riky Agus, Irene Hanna H. Sihombing, and I. Gusti Agung Gede Witarsana. "The Influence of Workplace Well-Being on Employee Turnover Intentions at Nusa Dua Beach Hotel & Spa." Jurnal Ilmiah Hospitality Management 14, no. 1 (2023): 72–86. http://dx.doi.org/10.22334/jihm.v14i1.260.

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The high demands of work at hotels and the lack of employee well-being will have an impact on the emergence of intentional behavior and turnover intentions. Workplace Studentwell-being is one of the important factors that is thought to contribute to lowering the turnover intention at the workplace. When employee well-being in the workplace is fulfilled, then employees will feel comfortable and will give their best effort (peak performance) for the organization. The purpose of this research is to analyze how workplace well-being (X) can influence employee turnover intentions (Y) at the Nusa Dua

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van Stormbroek, Rosalie, and Rob Blomme. "Psychological contract as precursor for turnover and self-employment." Management Research Review 40, no. 2 (2017): 235–50. http://dx.doi.org/10.1108/mrr-10-2015-0235.

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Purpose The purpose of this paper is to examine the effect of psychological contract (PC) fulfilment and violation on turnover intention and self-employment intentions. Design/methodology/approach A sample of 132 Dutch organizationally employed individuals was used to test the effect of PC fulfilment on turnover intention and self-employment intention. Also, mediation effects of violation on the relation between PC fulfilment and turnover intention and its effect on the relation between PC fulfilment and self-employment intention were examined. Findings Consistent with existing literature, the

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Fuadi, Selamet, Durotun Nasikah, and Mutia Safitri. "Pengaruh Kepuasan Pelatihan Dan Pemberdayaan Psikologis Terhadap Keinginan Berpindah Dengan Keterlibatan Kerja Sebagai Faktor Mediasi (Studi Kasus Pada Karyawan PT. Indo Metro Surya Andola)." Jurnal Manajemen DIVERSIFIKASI 3, no. 4 (2023): 909–20. http://dx.doi.org/10.24127/diversifikasi.v3i4.2776.

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The research was motivated by the high turnover rate of employees in companies. The aim ofthis research is to determine the effect of training satisfaction and psychologicalempowerment on turnover intention with work involvement as a mediating factor. Thisresearch is quantitative research. With this type of explanatory survey research, the samplingtechnique was nonprobability sampling, as many as 73 employees from PT. Indo Metro SuryaAndola. As a measuring tool, an 80-item questionnaire was used with Likert scalemeasurements and analyzed using Path Analysis. The research results show that trai

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Chusnul Kotimah, Evi, and Rizkya Dwi Safitri. "Turnover intention pada karyawan telework: Tinjauan literatur sistematis." Cognicia 11, no. 2 (2023): 112–20. http://dx.doi.org/10.22219/cognicia.v11i2.28932.

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The currently developing telework phenomenon has many impacts on employees, one of the impacts of implementing telework is turnover intention. This research was conducted with the aim of knowing the dynamics of telework employees who tend to turnover intention. The method used in this research is a systematic literature review referring to 15 journal articles obtained from the Google Scholar, Scopus, and PubMed databases. The results of the literature review that has been carried out show that telework related to turnover intention. Several things were found that showed a link between telework

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Cho, Yoon Jik, and Gregory B. Lewis. "Turnover Intention and Turnover Behavior." Review of Public Personnel Administration 32, no. 1 (2011): 4–23. http://dx.doi.org/10.1177/0734371x11408701.

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Ismartaya, Ismartaya, Tini Kartini, and Nurul Febrianti Rahmanissa. "PENGARUH BEBAN KERJA DAN KOMPENSASI TERHADAP TURNOVER INTENTION DENGAN KEPUASAN KERJA SEBAGAI VARIABEL INTERVENING PADA KARYAWAN PT HONORIS INDUSTRY." Journal of Management : Small and Medium Enterprises (SMEs) 17, no. 3 (2024): 1165–74. https://doi.org/10.35508/jom.v17i3.17397.

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This study aims to test the direct effect of workload and compensation on turnover intention through job satisfaction with 100 workers from PT Honoris Industry as the sample. Study findings revealed that workload has a direct, negative, and significant effect on job satisfaction, and compensation has a positive and significant effect directly on job satisfaction. Workload has a positive and significant direct effect on turnover intention and compensation has a negative and significant effect directly on turnover intention. Job satisfaction can mediate the indirect influence of workload on empl

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Indry Metami Hutabarat and Santi Rizki. "The Influence of Work Stress Compensation and Job Satisfaction on Nurse Turnover Intention at General Hospital Sinar Husni Medan." Green Inflation: International Journal of Management and Strategic Business Leadership 1, no. 4 (2024): 259–75. http://dx.doi.org/10.61132/greeninflation.v1i4.132.

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This study aims to determine Job Stress partially has a significant effect on Nurse Turnover Intention at Sinar Husni Medan Hospital, to determine Compensation partially has a positive and significant effect on Nurse Turnover Intention at Sinar Husni Medan Hospital, Job Satisfaction partially has a positive and significant effect on Nurse Turnover Intention at Sinar Husni Medan Hospital. The method used in this research is quantitative which analyzes and tests with data using numbers with instrument tools, classical assumption tests, multiple linear regression tests, hypothesis tests, and dete

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Imam, Haryadi, and Dudija Nidya. "The Influence of Job Satisfaction and Employee Engagement on Turnover Intention at PT. Dayamitra Telekomunikasi, Tbk. (Study of Mitratel Employees)." International Journal of Current Science Research and Review 07, no. 11 (2024): 8230–37. https://doi.org/10.5281/zenodo.14034602.

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Abstract : The rapid advancement of business in the seamless technology era has disrupted nearly every industry. Amidst this disruption, PT. Dayamitra Telekomunikasi (also known as/abbreviated as “Mitratel”) has encountered challenges, particularly an increasing rate of employee turnover. This turnover is thought to be driven by employee dissatisfaction with various internal and external company factors, along with low engagement levels. Previous research suggests that poor job satisfaction often results in higher turnover intentions, whereas strong employee engagement can help red

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Anang Sanjaya and Ida Jalilah Fitria. "Analisis Pengaruh Kepuasan Kerja terhadap Intensi Turnover pada Tenaga Pengajar di SMA Mekarwangi Lembang." EKONOMIKA45 : Jurnal Ilmiah Manajemen, Ekonomi Bisnis, Kewirausahaan 12, no. 1 (2024): 563–76. https://doi.org/10.30640/ekonomika45.v12i1.3621.

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Research related to "Analysis of the Effect of Job Satisfaction on Turnover Intentions in Teaching Staff at SMA Mekarwangi Lembang". In the S1 Management study program of Digital Technology University.The purpose of this study is to obtain appropriate, trustworthy, and reliable knowledge about the effect of job satisfaction on turnover intentions in teaching staff at SMA Mekarwangi Lembang.This research uses qualitative methods. The result is that job satisfaction positively and significantly affects turnover intentions. That is, the lower the level of job satisfaction obtained, the higher the

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Yuniasanti, Reny, Komang Mahadewi Sandiasih, Dewi Soerna Anggraeni, Sowanya Ardi Prahara, and Hazalizah Binti Hamzah. "Work stress dan turnover intention pada karyawan milennial: Peran mediasi supervisor support." Persona:Jurnal Psikologi Indonesia 12, no. 1 (2024): 53–68. http://dx.doi.org/10.30996/persona.v12i1.9385.

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In an era of dynamic work, millennials face unique challenges related to job stress that can impact their intention to leave their job, known as turnover intention. This scientific article explores the relationship between work stress and turnover intentions in the millennial generation, focusing on the mediating role of supervisor support to reexamine whether superiors are one of the determinants of millennial employee turnover intentions. This study used a non-probability sampling method with a purposive sampling technique. The subjects of research were millennial generation employees, with

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Marcella, Jessica, and Mei Ie. "PENGARUH STRES KERJA, KEPUASAN KERJA DAN PENGEMBANGAN KARIR TERHADAP TURNOVER INTENTION KARYAWAN." Jurnal Muara Ilmu Ekonomi dan Bisnis 6, no. 1 (2022): 213. http://dx.doi.org/10.24912/jmieb.v6i1.18321.

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Organisasi harus mengurangi tingkat turnover intention pegawai dengan berfokus pada variable stres kerja, kepuasan kerja, serta pengembangan karir. Melalui tingginya tingkat turnover, badan usaha berisiko kehilangan staf yang kompeten, serta mampu membahayakan kinerja badan usaha. Turnover intention didefinisikan rasa ingin atau niat pekerja yang belum terpenuhi untuk berhenti kerja atau pindah ke tempat lain. Riset ini mempunyai tujuan guna mengetahui dampak stres kerja, kepuasan kerja, serta pengembangan karir bagi turnover antention karyawan PT XYZ. Peneliti mengirimkan survei ke semua pega

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Gunawan, Cakti Indra, Nanda Dwi Maharani, and Dodi Wirawan Irawanto. "Modeling Affective Commitment and Job Satisfaction as A Mediating Role in Predicting Turnover Intention among Gen Z Employees." JBTI : Jurnal Bisnis : Teori dan Implementasi 15, no. 2 (2024): 143–60. http://dx.doi.org/10.18196/jbti.v15i2.20881.

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This study investigated the impact of transformational leadership on Gen Z employees' intentions to leave their jobs. It used affective commitment and work satisfaction as mediating factors. The samples involved 300 Gen Z workers, aged 16 to 26, from various companies across five major Indonesian cities. This study employed a Likert scale questionnaire for data collection, and CFA and SmatPLS Version 22 were used for analysis. The findings demonstrated that transformational leadership significantly reduced the intention of turnover while also enhancing affective commitment and work satisfactio

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Manalu, Sahala, Felik Sad Windu Wisnu Broto, and Ameilia Magdalena Kristiyani. "The Influence of Compensation, Work Environment, and Workload on Turnover Intention Phenomena at Royal Orchid Garden Hotel." International Journal of Business and Applied Economics 2, no. 4 (2023): 569–84. http://dx.doi.org/10.55927/ijbae.v2i4.5261.

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Turnover intention refers to the employee's voluntary or involuntary intention to leave the job. There are several variables that influence the level of intention to leave: compensation, work environment, and workload. The purpose of this study is to determine how compensation, work environment, and workload influence retirement intentions at the Royal Orchid Garden Hotel. The population and sample for this study are employees of the Royal Orchid Garden Hotel, and the sampling method used is nonprobability sampling. The number of study samples is 38, and data are collected by distributing ques

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Zhou, Jinquan, Bo Wendy GAO, Wenjin He, and Gang He. "Do Young Employees Satisfy Their Job Under Work Stress and Work-Family Conflict? Evidence from Resorts in Macau." International Journal of Science and Society 4, no. 4 (2022): 557–76. http://dx.doi.org/10.54783/ijsoc.v4i4.605.

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Young employees currently face vast work stress in their careers triggering conflict between work and family. This paper target to examine how work-family conflict affects job satisfaction and turnover intentions through work stress for younger employees. 450 questionnaires were collected from young dealers who work at six casinos in Macau. The findings show that work-family conflict (WFC) and family-work conflict (FWC) positively affect work stress and turnover intention, but do not directly influence job satisfaction. Work stress negatively affected job satisfaction and positively affected t

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Tumpa, Susmita Roy, and Lamiya Rahman. "The Impact of Job Satisfaction on Turnover Intention: A Comparative Study between Private and Public Banks and Male and Female Bankers." Journal of Business Administration 41, no. 2 (2020): 29–46. https://doi.org/10.5281/zenodo.7013477.

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This study is an attempt to examine the effect of job satisfaction on employee turnover intentions. A total of 280 employees was selected using non probability convenience sampling technique from the public and private banks located in the Dhaka city. A structured questionnaire was designed to collect the relevant information from the respondents. The reliability of the data was examined by Cronbach’s Alpha test and the result was .838 which proved that the test items are internally consistent. Model of T test has been used to justify the effect of gender and work settings on job satisfa

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Geremias, Rosa Lutete, Lia Cavaco, and Ana Maria Sotomayor. "Evaluating the Serial Mediating Role of Job Satisfaction and Self-Efficacy in the Relationship Between Work–Family Conflict and Turnover Intention of Portuguese Employees." Administrative Sciences 15, no. 3 (2025): 93. https://doi.org/10.3390/admsci15030093.

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Previous studies conducted in Portugal on work–family conflict and turnover intention have focused on analyzing how difficulties in balancing employees’ work and personal lives affect individual commitment and performance, and little attention has been paid to analyzing factors that may reduce turnover intentions. Therefore, the present study fills a relevant gap in the literature by analyzing other factors that influence turnover intention. This study aimed to analyze the direct and indirect relationship between work–family conflict and turnover intention, with job satisfaction and self-effic

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Windon, Suzanna, Mariah Awan, and Rama Radhakrishna. "4-H Volunteers Leaders’ Turnover Intention4-H Volunteers Leaders’ Turnover Intention." Journal of Youth Development 19, no. 1 (2024): 57–66. http://dx.doi.org/10.34068/jyd.19.01.06.

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Omar, Muhamad Khalil, and Nor Aidillah Jamhari. "The Practices of Islamic Human Resource Management (IHRM) and Turnover Intention at an Islamic Religious Council of Malaysia." 11th GLOBAL CONFERENCE ON BUSINESS AND SOCIAL SCIENCES 11, no. 1 (2020): 100. http://dx.doi.org/10.35609/gcbssproceeding.2020.11(100).

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Turnover intention is intention of employees to leave their job that can be defined as a psychological opinion whether employees will remain with the organization (Yuan, Yu, Li & Ning, 2014). ). Similarly, turnover intention can be define as individual conscious and readiness to quit the organization (Lu, Tu, Li & Ho, 2016). High turnover intention will increase the cost for staffing and training new employees (Long, Thean, Ismail & Jusoh, 2012). Studies that tested the connection between turnover intention and actual turnover are limited and show different results to look the effe

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Li, Liang, Bangzhu Zhu, Xiahui Che, Huaping Sun, and Meixuen Tan. "Examining Effect of Green Transformational Leadership and Environmental Regulation through Emission Reduction Policy on Energy-Intensive Industry’s Employee Turnover Intention in China." Sustainability 13, no. 12 (2021): 6530. http://dx.doi.org/10.3390/su13126530.

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This study explored a theoretical model of factors affecting employee turnover intentions in the energy-intensive industry from the perspective of environmental regulation through emission reduction policy. Moreover, we examined whether green transformational leadership has a negative effect on the perception of turnover risk of energy-intensive corporate employees and their turnover intentions; we collected data on 531 employees in the energy-intensive industries in China. Data analysis was conducted using exploratory factor analysis, reliability and validity analysis, stepwise regression mod

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Indriyani, Dita, and Lista Meria. "Influence of Work Environment and Work Characteristics on Turnover Intention System with Mediation Role of Work Engagement." International Journal of Cyber and IT Service Management 2, no. 2 (2022): 127–38. http://dx.doi.org/10.34306/ijcitsm.v2i2.108.

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The millennial generation currently dominates human resources in the company. Millennial generation employees have many advantages, but millennials are considered less committed to their work, so they are synonymous with high turnover intentions. The research was conducted to know the effect of the work environment and job characteristics on the turnover intention with the mediating role of work engagement in millennial generation employees, work environment, and job characteristics as independent variables. Turnover intention is the dependent variable, and work engagement is a mediating varia

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Sutagana, I. Nyoman Tri, Rihfenti Ernayani, Festus Evly R. I. Liow, Cut Susan Octiva, and Rianti Setyawasih. "Analisis Pengaruh Paket Remunerasi dan Stres Kerja terhadap Turnover Intention dengan Kepuasan Kerja sebagai Variabel Mediasi pada Karyawan." BUDGETING : Journal of Business, Management and Accounting 4, no. 1 (2023): 183–203. http://dx.doi.org/10.31539/budgeting.v4i1.4687.

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This study explains the effect of work stress and remuneration packages on turnover intention, using job satisfaction as a mediator. The object of research is one of the companies engaged in the palm oil sector in Jakarta, PT Kruing Lestari Jaya. This study discusses the theory of the four research variables, namely work stress, remuneration packages, turnover intention, and job satisfaction. This study used quantitative methods through the distribution of questionnaires via Google Form to 48 respondents, which were then processed using the SPSS version 25.0 program using saturated sampling te

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Edrees, Hussein N. E., Abu Elnasr E. Sobaih, Hassane Gharbi, and Ahmed E. Abu Elnasr. "The Influences of Procedural Justice on Turnover Intention and Social Loafing Behavior among Hotel Employees." Journal of Risk and Financial Management 16, no. 2 (2023): 75. http://dx.doi.org/10.3390/jrfm16020075.

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This study examines the influences of procedural justice on the turnover intention and social loafing behavior among employees in the hotel industry. Despite a growing body of literature regarding the relationship between organizational justice, turnover intention and social loafing, there is limited published research on the influence of procedural justice on social loafing behavior among hotel employees with the mediating effect of turnover intention. For this purpose, a questionnaire was self-administered to employees working at different hotels in Saudi Arabia. AMOS software was employed f

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AlKandari, Ibrahim, Farah Alsaeed, Anwaar Al-Kandari, et al. "Determinants of employees’ turnover intention." Journal of Governance and Regulation 12, no. 4 (2023): 29–37. http://dx.doi.org/10.22495/jgrv12i4art3.

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The growing competition for talent and increasing employee turnover intention pose challenges for organizations. This paper examines the effect of employees’ organizational trust, job satisfaction, and perception of organizational performance on intention to leave. The research method used was an online survey, with partial least square structural equation modeling (PLS-SEM). The findings reveal there is an insignificant direct influence of employee organizational trust on turnover intention. Moreover, the impact of job satisfaction and organizational performance on turnover intention was foun

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Juliatri, Ni Wayan Eling. "PERAN ORGANIZATIONAL COMMITMENT MEMEDIASI PENGARUH RESPONSIBLE LEADERSHIP TERHADAP EMPLOYEE TURNOVER INTENTIONS." Ekonomi dan Bisnis 8, no. 2 (2021): 155. http://dx.doi.org/10.35590/jeb.v8i2.3744.

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Employee turnover intentions yang tinggi dapat berdampak buruk bagi organisasi seperti menciptakan ketidakstabilan dan ketidakpastian terhadap kondisi tenaga kerja yang ada. Banyak faktor yang berpengaruh terhadap employee turnover intentions di antaranya responsible leadership dan organizational commitment. Tujuan penelitian ini adalah untuk mengetahui pengaruh responsible leadership terhadap employee turnover intentions pada PT. Karya Luhur Permai, baik secara langsung maupun di mediasi (pengaruh tidak langsung) oleh organizational commitment. Penelitian ini dilakukan pada PT. Karya Luhur Pe

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Januartha, A. A. Gede Agung, and I. G. A. Dewi Adnyani. "PENGARUH JOB INSECURITY DAN KEPUASAN KERJA TERHADAP TURNOVER INTENTION PADA KARYAWAN HOTEL." E-Jurnal Manajemen Universitas Udayana 8, no. 2 (2018): 588. http://dx.doi.org/10.24843/ejmunud.2019.v08.i02.p01.

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Turnover intention will affect the performance and sustainability of the company for the future. The purpose of this research is to analyze the influence of job insecurity and job satisfaction toward turnover intention. The research was conducted at Hotel Grand Zuri Kuta, Badung regency, Bali. The number of respondents in use as many as 75 employees by using the census method. Data analysis method used is multiple linear regression analysis. Data collecting through, questionnaires and interviews. The results showed that job insecurity had positive and significant effect on turnovrer intention,

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Fitriyana, Tika Zelin, Fajar Gustiawaty Dewi, and Pigo Nauli. "PENGARUH KOMPENSASI DAN KEPUASAN KERJA TERHADAP KEINGINAN UNTUK PINDAH DARI PERUSAHAAN (Studi Kasus pada Dealer di Bandarlampung)." Jurnal Akuntansi dan Keuangan 26, no. 2 (2021): 46–54. http://dx.doi.org/10.23960/jak.v26i2.257.

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Turnover can also be defined as the movement of workers out of the organization. Turnover refers to the final reality faced by an organization in the form of the number of employees who leave the organization in a certain period, while the desire of employees to move (turnover intentions) refers to the results of individual evaluations regarding the continuation of relationships with the organization that have not been manifested in definite actions to leave the organization. This study aims to determine the effect of Financial Compensation on Turnover Intention, Knowing the effect of Non-Fina

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Tereza, Ledia, Wira Ramashar, and Zul Azmi. "FAKTOR YANG MEMPENGARUHI TURNOVER INTENTION DENGAN KOMITMEN ORGANISASIONAL SEBAGAI PEMEDIASI PADA KARYAWAN HOTEL (STUDI KASUS HOTEL MUTIARA MERDEKA)." Jurnal Ekonomi Trisakti 3, no. 1 (2023): 2041–50. http://dx.doi.org/10.25105/jet.v3i1.16203.

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Tujuan dari penelitian ini adalah menganalisis faktor-faktor yang diduga mempengaruhi timbulnya turnover intention pada karyawan, yaitu stres kerja, kepercayaan atasan, dan komitmen organisasional, serta menganalisis peran mediasi komitmen organisasional antara stres kerja dan kepercayaan atasan terhadap turnover intention. Penelitian ini menggunakan metode kuantitatif dengan jenis data primer kuesioner pada skala 1-5. Penelitian ini dilakukan di Hotel Mutiara Merdeka Pekanbaru dengan jumlah karyawan 71 orang dengan menggunakan teknik sampling jenuh menggunakan analisis Structural Equipment Mo

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Purnomo, Albert Kurniawan, and Wanti Pebriani. "Anteseden Turnover Intention pada Karyawan Rumah Sakit “X” Bandung Barat." MBIA 19, no. 1 (2020): 1–11. http://dx.doi.org/10.33557/mbia.v19i1.735.

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Abstract: This study aims to discuss the perceived influence of organizational support on turnover intentions in hospital employees in West Bandung. This research was conducted on 67 respondents of hospital employees using quantitative methods. The data collection tool consists of a questionnaire. The data analysis technique used is descriptive statistical analysis using averages and simple linear regression analysis using the IBM SPSS24 program. The results of this study indicate that the perception of organizational support at Hospital X is categorized quite high and considered a significant

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Orpina, Septriyan, Nurul Iman Abdul Jalil, and Soo Ting T'ng. "Job Satisfaction and Turnover Intention among Malaysian Private University Academics: Perceived Organisational Support as a Moderator." South East Asian Journal of Management 16, no. 1 (2022): 26–50. http://dx.doi.org/10.21002/seam.v16i1.1002.

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Research Aims: The present research examines the extent to which job satisfaction predicts turnover intentions and examines the extent to which perceived organisational support moderates the association between job satisfaction and turnover intention among academics in Malaysian private universities. Design/Methodology/Approach: This research adopted a quantitative method. The Turnover Intention Scale (TIS-6), Minnesota Satisfaction Questionnaire (MSQ), and Survey of Perceived Organisational Support (SPOS) questionnaires were administered. Multistage cluster random sampling was used in this st

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Meriandayani, Ni Wayan, and Made Subudi. "PENGARUH KOMITMEN ORGANISASIONAL, LINGKUNGAN KERJA, DAN KEPUASAN KERJA TERHADAP TURNOVER INTENTION KARYAWAN KOPERASI PASAR SRINADI." E-Jurnal Manajemen Universitas Udayana 8, no. 11 (2019): 6680. http://dx.doi.org/10.24843/ejmunud.2019.v08.i11.p15.

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Turnover intentions ialah keinginan untuk berpindah ke perusahaan lain namun belum sampai pada tahap realisasi. Faktor-faktor yang menjadi penyebab adanya keinginan untuk pindah kerja (turnover intention) antara lain lingkungan kerja, kepuasan kerja, dan komitmen organisasional. Tujuan penelitian ini adalah untuk menguji pengaruh komitmen organisasional, lingkungan kerja, dan kepuasan kerja terhadap turnover intention. Penelitian ini dilakukan terhadap karyawan Koperasi Pasar Srinadi Klungkung. Populasi dalam penelitian ini sebanyak 298 dengan sampel 75 responden melalui proportionate random s

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Vera, Rawinda Said Musnadi Sulaiman. "Mediation Effect of Job Satisfaction and Job Stress on Leader-Member Exchange Relationship on Turnover Intention of Hotel Employees in Banda ACEH." International Journal of Business Management and Technology 6, no. 5 (2023): 50–57. https://doi.org/10.5281/zenodo.7680580.

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This study aims to analyze the effect of leader-member exchange (LMX) on turnover intentions mediated by job satisfaction and job stress of hotel employees in Banda Aceh. This research was conducted at the Ayani Hotel, Grand Nanggroe, Grand Permata Hati Hotel, and The Pade Hotel with a total population of 213 people. The sample was determined a saturated sample technique. Data were collected by distributing questionnaires and analyzed using AMOS SEM statistical equipment. The result proves that the LMX positively affects satisfaction, but negatively affects job stress and turnover intention; s

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Rembang, Marsella Alfreyni, and Sutarto Wijono. "JOB SATISFACTION AND TURNOVER INTENTION AT PT. X YOGYAKARTA." Journal of Social Research 2, no. 8 (2023): 2529–34. http://dx.doi.org/10.55324/josr.v2i8.1300.

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This quantitative study investigates the correlation between job satisfaction and turnover intention among employees at PT. X Yogyakarta. Utilizing a correlational design, the researchers sampled 48 participants aged between 21 to 48 years old, employing a saturated sampling technique. The research employed the Turnover Intention scale and the Job Satisfaction scale for measurement. The findings affirm a significant and negative relationship between job satisfaction and turnover intention among PT. X Yogyakarta's workforce. In other words, higher job satisfaction levels correspond to lower tur

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Uzkiyyah, Naila Ufiidatul, Ika Nurul Qamari, and Meika Kurnia Puji Rahayu Rahayu. "Seven years of research tracing on turnover intention: bibliometric analysis." Multidisciplinary Reviews 6, no. 3 (2023): 2023025. http://dx.doi.org/10.31893/multirev.2023025.

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The aims of this study are to assess research trends in turnover intention from 2017 to 2023 using data accessed from the Scopus online database. Methodology – The Scopus database screened publications to identify literature related to turnover intention behavior. VOSviewer is used to analyse the occurrence of keywords and coauthors. Findings – The results show that the trend of publications on turnover intention behavior continues to increase until the most papers appear in 2022. The paper most cited is "Will we have the same employees in hospitality after all? The impact of COVID-19 on emplo

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Gracita, Ivana, and Rina Anindita. "The Impact of Employer Branding on Turnover Intention in Pharmaceutical Industries: Does Generation Matter?" Media Ekonomi dan Manajemen 38, no. 2 (2023): 285. http://dx.doi.org/10.56444/mem.v38i2.3700.

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In an increasingly globalized economy, organizations are increasingly competing for the best employees who are skilled in professional fields. Employer branding has an important role in helping organizations find new employees and retain existing employees. The goal of this study was to look at the effect of employer branding on organizational commitment and turnover intention in the pharmaceutical industry, as it was moderated by generation. The population sample is made up of Generation X, Y, and Z workers in the pharmaceutical industries in Indonesia. The sampling technique uses a non-proba

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Gemeda, Taye Mosisa, and Chandrashekhargoud Mandala. "Perceived Servant Leadership and Turnover Intentions Among Academic Staff: A Co-Relational Study in Ethiopian Public Universities." RESEARCH REVIEW International Journal of Multidisciplinary 7, no. 6 (2022): 01–08. http://dx.doi.org/10.31305/rrijm.2022.v07.i06.001.

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Employee’s turnover intentions may be either voluntary or involuntary. Leadership is the one of the most important aspects which influence turnover intentions of an employee. We examined the relationship between perceived servant leadership and turnover intention among academic staff in Ethiopian public universities. And also analyzed whether demographic variables (sex, age, experience, and academic status) significantly predict servant leadership, and turnover intention. Quantitative approach was employed with descriptive and co-relational designs. A sample of 150 faculty members was selected

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Ramos, Juliana Rodrigues, Maria Cristina Ferreira, and Leonardo Fernandes Martins. "Person-Organization Fit and Turnover Intentions: Organizational Trust as a Moderator." Psico-USF 26, no. 4 (2021): 707–17. http://dx.doi.org/10.1590/1413-82712021260409.

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Abstract This study examined the relationship between person-organization fit and turnover intentions, along with the moderating effect of organizational trust. The sample consisted of 381 workers of both genders (61% female) and average age of 39.23, who answered the on-line versions of organizational values, organizational trust and turnover intention measures. The results showed that the higher the person-organization fit related to conservatism and harmony values, the lower the turnover intention. Trust in the organization’s ethical standards moderated the relationship between person-organ

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Arkan Raihan, Muhammad, and Chaerudin Chaerudin. "INFLUENCE COMPENSATION, WORKLOAD AND JOB SATISFACTION TO TURNOVER INTENTION." Dinasti International Journal of Education Management And Social Science 2, no. 5 (2021): 882–97. http://dx.doi.org/10.31933/dijemss.v2i5.944.

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This study aims to test and analyze the effect of compensation, workload and job satisfaction on employee turnover intentions at PT. XYZ Research data is data collected from interviews, questionnaires and supporting data from PT. XYZ for 3 consecutive years from 2017 to 2019. The sampling method used is the saturation sampling method. From a population of 125 people, the sample used was 95 people as well. The analytical method used in this study is multiple linear regression analysis. The results showed compensation, workload and job satisfaction together (simultaneously) significantly influen

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Garg, Naval, Shilpika Gera, and B. K. Punia. "Gratitude and Turnover Intention in E-Commerce Startups." Journal of Electronic Commerce in Organizations 19, no. 2 (2021): 34–54. http://dx.doi.org/10.4018/jeco.2021040103.

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Rough estimates by some business magazines reported attrition in e-commerce startups in India around 50%. Acknowledging the gravity of the issue, researchers and practitioners have started to investigate various interventions to negate the intention to leave the organization. The primary objective of this study is to explore the relationship between gratitude and turnover intention among employees of e-commerce startups. The study also investigates the mediating effect of organizational citizenship behavior on the relationship between the three constructs of gratitude and employee turnover int

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Gu, Yuan, Dongbei Liu, Guoping Zheng, Chuanyong Yang, Zhen Dong, and Eugene Y. J. Tee. "The Effects of Chinese Seafarers’ Job Demands on Turnover Intention: The Role of Fun at Work." International Journal of Environmental Research and Public Health 17, no. 14 (2020): 5247. http://dx.doi.org/10.3390/ijerph17145247.

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This study examines how an occupational commitment and a fun work environment serve as important mechanisms that influence the job demands–turnover intentions relationship. On the basis of the job demands–resources model, the study explored the relationship between job demands, occupational commitment, fun at work, and turnover intention. The hypotheses were (1) that job demands would be positively associated with predicted turnover intention; (2) that occupational commitment would mediate the job demands–turnover intention link and (3) that a fun environment would moderate the relationship be

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Sari, Nur Amalyah, and Sulaimiah. "The Effect of Workload and Work Stress on Turnover Intention through Organisational Commitment as a Mediating Variable (Case Study at PT PLN (Persero) ULP Bima City)." Journal of Economics, Finance And Management Studies 08, no. 03 (2025): 1633–42. https://doi.org/10.5281/zenodo.15030711.

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The purpose of this study was to determine the effect of workload and work stress on turnover intention through organisational commitment as a mediating variable. This research uses associative quantitative research methods. The population taken was employees of PT PLN (Persero) ULP Bima Kota with a sample of 53 respondents. Data were collected using a questionnaire. In proving and analysing the research results, validity and reliability tests, classical assumption tests, model fixity tests, multiple linear regression tests, t (partial) tests, path analysis and sobel tests were used. The resul

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Ittai, Joy, and James Ogunji. "Influence of School Climate on Teachers’ Turnover Intention in Public and Private Primary Schools, Ikeja City, Lagos, Nigeria." European Scientific Journal, ESJ 21, no. 7 (2025): 103. https://doi.org/10.19044/esj.2025.v21n7p103.

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Teacher career turnover is a serious global occupational hazard, with the estimated teacher turnover rate ranging from 13 to 15% annually. Even countries with the best educational systems are not insulated in this regard. There cannot be actual turnover without turnover intentions, which are a key precursor. Being a multilevel structured phenomenon, several school variables could be implicated, such as school climate and job satisfaction. The Nigerian education system is portrayed as an environment where turnover intention thrives. Due to the dearth of literature on this regard in Lagos state,

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Sun, Changxian, and Yurong Xing. "THE ROLE OF PSYCHOLOGICAL CAPITAL IN MODULATING CAREER ADAPTABILITY AND TURNOVER AMONG NURSING ASSISTANTS." Innovation in Aging 8, Supplement_1 (2024): 1008. https://doi.org/10.1093/geroni/igae098.3244.

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Abstract Background High turnover intention of nursing assistants was detrimental to the sustainability of long-term care. Career adaptability is an important determinant in reducing turnover intention, but little research has explored the mechanism from the perspective of psychological capital. The aim of this study was to analyze the association between career adaptability and turnover intention and to examine the mediating role of psychological capital between career adaptability and turnover intention among nursing assistants in mainland China. Methods A cross-sectional online study was co

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Sun, Changxian, and Yurong Xing. "THE ROLE OF PSYCHOLOGICAL CAPITAL IN MODULATING CAREER ADAPTABILITY AND TURNOVER AMONG NURSING ASSISTANTS." Innovation in Aging 8, Supplement_1 (2024): 1119. https://doi.org/10.1093/geroni/igae098.3591.

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Abstract Background High turnover intention of nursing assistants was detrimental to the sustainability of long-term care. Career adaptability is an important determinant in reducing turnover intention, but little research has explored the mechanism from the perspective of psychological capital. The aim of this study was to analyze the association between career adaptability and turnover intention and to examine the mediating role of psychological capital between career adaptability and turnover intention among nursing assistants in mainland China. Methods A cross-sectional online study was co

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Muhammad Abi Ikhwanudin and Puspita Wulansari. "Pengaruh Pengembangan Karir dan Kompensasi Terhadap Turnover Intention Pada Generasi Z di Indonesia." Jurnal Riset Multidisiplin Edukasi 2, no. 2 (2025): 133–46. https://doi.org/10.71282/jurmie.v2i2.134.

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This study aims to analyze the influence of career development and compensation on turnover intention among Generation Z in Indonesia. The high turnover intention phenomenon within Generation Z has impacted company sustainability. This study examines the relationship between career development, compensation, and the intention to leave a job among young workers. The research employed a quantitative descriptive approach, surveying 215 respondents. The variables studied included career development, compensation, and turnover intention. Data analysis was conducted using the SEM-PLS method to test

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Ghson, Myriam, Lara Moukalled, and Silva Karkoulian. "The Moderating Effect of Technostress on the Relationship between Personality Traits and Employee Turnover Intentions." 15TH GLOBAL CONFERENCE ON BUSINESS AND SOCIAL SCIENCES ON 14 - 15 SEPTEMBER 2023, NOVOTEL BANGKOK PLATINUM PRATUNAM, THAILAND 15, no. 1 (2023): 49. http://dx.doi.org/10.35609/gcbssproceeding.2023.1(49).

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Employee Turnover intention has been a point of interest in the human resources literature for a long time, however the relationship between personality and turnover intention has not been thoroughly discussed in literature yet. More importantly, the role technostress and how it affects this relationship is a gap in literature. The aim of this paper is to examine the role technostress plays and introduce it to the HR literature. The research conducted in this study is a quantitative method, where 299 participants were selected to fill a survey that was distributed through online platforms such

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