An Evaluation of the Effects of Work Stress, Work Load and Work Environment on Employee’s Turnover: The Role of Job Satisfaction

Prahyudi Apriyanto ,Siswoyo Haryono

doi:10.7176/jrdm/64-03

Abstract

Turnover Intention in the present study is a situation where the employee leaves the company due to disturbance in operation, teamwork dynamics, and unit performance of PT. Patria Migas. This study aims to determine the direct effects of work stress, workload, work environment on turnover intentions, and the effects of work stress, workload, work environment on turnover through job satisfaction as a mediating variable. The subjects in this study are employees of PT. Patria Migas, with a total of 48 respondents. The model in the study was tested using Structural Equation Model (SEM) data analysis technique with Partial Least Square (PLS) and using software Smart-PLS 3.0. The result of the study indicates positive and significant effects both directly on work stress, workload, and work environment on turnover intentions, and mediation of work stress, workload, and work environment turnover intentions mediated by job satisfaction. This study aims to add insight on turnover intentions and variables such as work stress, workload, work environment an job satisfaction which can create a turnover Keywords: work stress, workload, work environment, job satisfaction, and turnover intentions DOI: 10.7176/JRDM/64-03 Publication date: April 30 th 2020

Highlights

The existence of human resources in an organization plays a significant role
Many factors make the turnover of employees in an organization becomes high, in whom is the work environment and work stress
This research aim determines the effect of work stress, workload, work environment on job satisfaction, which has an impact on Turnover Intention at PT Patria Migas

Summary

Introduction

The workforce has excellent potential to carry out organizational activities. The potential of every human resource in an organization must be able to provide optimal output. The achievement of organizational goals does depend on modern equipment, complete facilities, and infrastructure but rather depends more on the people who carry out the work (Noe et al, 2017). Employee turnover is generally a negative issue for the company but can be a real issue if controlled appropriately and logically. Many factors make the turnover of employees in an organization becomes high, in whom is the work environment and work stress. In connection with the emergence of Turnover Intention, employees who have job satisfaction will be more productive, contribute to the goals and objectives of the organization, and generally have a low desire to leave the company. Dissatisfaction can lead to undesirable work outcomes such as theft, finding part-time work, and can lead to absenteeism and consider opportunities to find other jobs (Harter et al, 2002)

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