Choosing for leaving a job: what is the most important consideration of married woman?

Ni Made Dwi Puspitawati,I Gusti Ayu Manuati Dewi,I Wayan Gede Supartha,I Gede Riana

doi:10.21511/ppm.18(2).2020.33

Ni Made Dwi Puspitawati, I Gusti Ayu Manuati Dewi + Show 2 more

Open Access

https://doi.org/10.21511/ppm.18(2).2020.33

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Abstract

Attitude is very crucial in determining the decision for a woman to stay in the job. This means that employees tend to have a desire to leave if they feel not attached to the company. Female employees who tend to be married have a role as an employee and family member. Married female employees will have high work engagement if they feel their work brings benefits to family life. This study aims to determine the effect of work-family enrichment on work engagement and turnover intention. The population of this research was 391 married women employees who worked at least a year in four-star hotels in Bali, Indonesia. The sample in this study is determined using a nonprobability sampling method with a saturated sample based on specified criteria, 331 questionnaires returned (response rate of 85%), but only 325 questionnaires were complete and feasible to be analyzed (usable response rate of 83%). Data were collected via questionnaire and analyzed using SEM (structural equation modeling). The results showed that married female employees were more enthusiastic about working when they could fulfill their multiple roles in work and be better family members. Their involvement in work seriously and feeling proud to be part of the company can reduce their intention to leave. This research is expected to be a consideration for management in making policies related to decreasing turnover intention.

Highlights

Tourism is one of the sectors that have great potential in supporting the Indonesian economy
The same way when ods for assessing the model fit. The limit esteems it was seen from different estimations, the model drawing closer 0.95 for the Tucker-Lewis list (TLI shown an adequate wellness of CMIN/DF = 1.146 and Comparative Fix Index (CFI) and 0.06 for the, GFI = 0.933 (higher root mean square blunder of guess (RMSEA), may than 0.90), AGFI = 0.917, CFI = 0.990 have agreeably up kept the derivation of a reasona, TLI = 0.989
All constructs used to form a research model icant effect on turnover intention. This shows that in the confirmatory factor analysis processes that when married female employees feel that the work probability, CMIN/DF, GFI, TLI, CFI, RMSEA, can improve family welfare, they will not think and AGFI have fulfilled the established goodness of quitting in the job

Summary

Introduction

Tourism is one of the sectors that have great potential in supporting the Indonesian economy. The development of the hospitality industry accompanied the increase in tourist visits. Evans and Lindsay (2011) state that the superiority of a hotel lies in its human resources, especially employees’ achievements in carrying out their duties and work. The phenomenon of turnover in hotel industry employees is higher than employees who work in other industries. Dipietro and Condly (2008) state that high labor turnover is found in the hotel industry. The percentage of turnover in four-star hotels in Bali, Indonesia, fluctuates from 2015 to 2018 around 3 to 6 percent per year. An employee will go through three stages, namely the thought to stop working, start trying to find a new job, and employees will intend to leave or stay in the job (Søbstad, Pallesen, Bjorvatn, Costa, & Hystad, 2020)

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