Employee Turnover Intention in Indonesian Organizations: The Role of Job Satisfaction (A System Dynamics and Latent Dirichlet Allocation (LDA) Study)

This research aims to ascertain, analyze, and elucidate the influence of job insecurity and job satisfaction on turnover intention, the impact of job insecurity on job satisfaction, and the mediating role of job satisfaction in the relationship between job insecurity and turnover intention. The study adopts a quantitative approach and focuses on a population of 222 employees, with a sample size of 70 individuals from Nahdlatul Ulama Hospital in Jombang. Data were collected through the distribution of questionnaires employing a Likert scale. Data analysis was conducted using Structural Equation Modeling–Partial Least Square (SEM-PLS) with the assistance of the SmartPLS software. The findings of this research indicate that the perception of high job insecurity among employees can potentially trigger an increase in turnover intention. Concurrently, high levels of job insecurity may lead to a decline in job satisfaction. Furthermore, low job satisfaction can also contribute to an increase in turnover intention among employees. Additionally, it is observed that job satisfaction partially mediates the relationship between job insecurity and turnover intention. This study contributes valuable insights into the complex dynamics of job insecurity, job satisfaction, and turnover intention in the context of healthcare organizations. The implications of these findings extend to the broader field of human resource management and offer practical guidance for mitigating turnover intention among healthcare professionals.

The study examined the interactions between job stress, job satisfaction, self-efficacy and turnover intentions among government secondary school teachers in greater Mbarara. The cross-sectional, quantitative study adopted a census strategy to select schools and simple random sampling to select respondents. Data was collected from 470 teachers using self-administered questionnaires. Data was analyzed using Pearson correlations. There was a weak significant negative relationship between job stress and self-efficacy(r=-.157, p=0.01), self-efficacy and turnover intentions (r= -.112, p=0.18); the moderate significant negative relationship between job satisfaction and turnover intentions (r= -.328, p=0.01); the moderate significant positive relationship between job stress and turnover intentions (r= .454, p=0.01), job satisfaction and self-efficacy (r= .336, p=0.01) and a strong negative association between job stress and job satisfaction (r= -.630, p=0.01). Therefore, schools should devise means that mitigate job stress, maintain self-efficacy, enhance job satisfaction and minimize turnover intentions among secondary school teachers in greater Mbarara

Nursing staff shortages and the loss of nursing talent resources remain persistent global challenges. Work stress, job satisfaction, and occupational burnout are key factors influencing nursing staff turnover intentions. Examining the interrelationships among these four variables can provide deeper insights into turnover issues among critical care nurses. To examine the relationship between work stress and turnover intention among nurses in intensive care units. Additionally, this study aims to explore the mediating roles of occupational burnout and job satisfaction, thereby investigating the underlying mechanisms linking work stress, job satisfaction, occupational burnout, and turnover intention within the nursing population. A cross-sectional survey was conducted among 257 intensive care unit nurses. Study variables included job stress, job satisfaction, occupational burnout, and turnover intention. Key data underwent bivariate Spearman correlation analysis and mediation analysis using SPSS 27.0 and R 4.4.2. Job stress was negatively correlated with job satisfaction (r = -0.704, p < 0.01) and positively correlated with burnout (r = 0.616, p < 0.01) and turnover intention (r = 0.758, p < 0.01). Job satisfaction significantly negatively influenced turnover intention (r = -0.742, p < 0.01), while occupational burnout significantly positively influenced turnover intention (r = 0.663, p < 0.01). The structural equation model demonstrated good fit (χ 2/df = 2.55; CFI = 0.93, TLI = 0.92; RMSEA = 0.077). Job stress significantly and directly influenced turnover intention (β = 0.23, p = 0.003), while job satisfaction (β = 0.098, 95% CI: 0.046-0.153) and occupational burnout (β = 0.083, 95% CI: 0.045-0.132) concurrently mediated the relationship between job stress and turnover intention. In the overall effect of work pressure on turnover intention, indirect effects (through job satisfaction and burnout) collectively account for 56.56%, while direct effects account for 43.44%. This study examined the relationship between job stress and turnover intention, as well as the direct and indirect effects of enhancing job satisfaction and reducing occupational burnout on lowering nurses' turnover intention. It provides theoretical foundations and practical implications for mitigating nurse turnover issues.

Objective : This study aimed to examine the effects of job stress and job satisfaction on turnover intention among occupational therapists working in clinical settings, and to provide foundational data for developing strategies to promote workforce retention in the field. Methods : A total of 77 occupational therapists participated in this study. Data were collected using a job stress scale, a job satisfaction questionnaire, and a turnover intention scale. The collected data were analyzed using SPSS version 29.0, employing descriptive statistics, correlation analysis, and multiple regression analysis. Results : The results indicated that job satisfaction had a significant negative effect on turnover intention (p&lt;.01), suggesting that higher job satisfaction is associated with lower turnover intention. In contrast, job stress did not show a significant effect on turnover intention (p&gt;.05). The regression model explained 17.1% of the variance in turnover intention. Conclusion : This study confirmed that job satisfaction is a key predictor of turnover intention among occupational therapists. The findings highlight the need for organizational and structural interventions aimed at enhancing job satisfaction

The COVID-19 pandemic has brought significant changes in all segments of the functioning of human society and has particularly affected the way companies organize their business. As its appearance at the same time meant a high health and safety risk in the sphere of work, the corporate social responsibility (CSR) towards all stakeholders, and especially employees, deserves special attention. Employees are naturally most interested in the management of the company treating them in an ethical and responsible way, but they are also very interested in responsible behaviour towards other stakeholders. As the performance of the company largely depends on the attitudes and behaviour of the employees, it is very important to examine how the employees evaluate the entire CSR. Based on the above, the focus of this paper will be to examine the impact of CSR in the context of the COVID-19 pandemic on job satisfaction (JS) of employees, as well as their eventual turnover intention (TI). In this regard, during 2021, an empirical study was conducted using the case study method by surveying 100 employees in the Republic of Serbia. By testing the mediating effect of JS between CSR and TI, it was concluded that CSR is a positive predictor of JS and that JS is a mediating variable between CSR and TI. The results of the analysis have a theoretical and practical contribution in the field of human resource management because they provide insight into possible predictors of JS and TI.

The decline in human resources and high turnover rates continue to be global issues that organizations need to address. PT XYZ faces a significant challenge with a fixed employee turnover rate of 10% in 2023. Given the high turnover rate, it's crucial to identify the factors influencing employees' intentions to leave in order to mitigate this trend. This study aims to develop a research model that incorporates six variables: job stress, job satisfaction, compensation, commitment, work environment, and turnover intention, which will be tested through 13 hypotheses. Data collection will be conducted through purposive sampling of employees at PT XYZ, using questionnaires distributed via Google Forms and analyzed using the SEM-PLS method. The findings indicate that job satisfaction, compensation, and a supportive work environment significantly negatively impact job stress and turnover intention, while job stress significantly positively affects turnover intention. No significant effects of commitment on job stress or turnover intention were found, suggesting that commitment alone may not be a strong independent factor in managing job stress or retention. The implications of this study suggest that the company should enhance job satisfaction, adjust compensation, and improve the work environment while reducing job stress to decrease turnover intention.

The purpose of this study is to identify factors affecting turnover intention and to find ways to reduce turnover intention. Accordingly, job satisfaction and job stress is defined as antecedent factors of turnover intention. And the effect of self-efficacy on organizational satisfaction was examined. In addition, factors affecting job stress is defined as organizational badness behavior, which has been studied a lot recently. This study was to examine the effect of abusive supervision(unhumane administration), conflict behavior for human relation on job stress. For the purpose of the study, a survey was conducted targeting service companies in Gangwon-do. First, self-efficacy was found to have a positive (+) effect on job satisfaction. Second, abusive supervision was found to have a positive (+) effect on job stress. Third, conflict behavior for human relation were found to have a positive effect on job stress, indicating that organizational badness behaviors increase job stress. Fourth, job stress was found to have a negative effect on job satisfaction(p=.1). Fifth, job satisfaction was found to have a negative effect on turnover intention. Sixth, job stress was found to have a positive effect on turnover intention. In addition, the degree of influence of job satisfaction and job stress on turnover intention was compared, and the degree of influence of job stress on turnover intention was found to be greater than that of job satisfaction on turnover intention. Through the above research results, it was found that in order to lower turnover intention, it is necessary to increase the self-efficacy of employees, who are internal customers, to increase job satisfaction, and to reduce organizational detrimental behaviors to reduce job stress of internal customers. In particular, the results show that lowering job stress is more effective in lowering turnover intention than increasing job satisfaction, indicating that preventing bad behavior within an organization is important.

Abstract:The purpose of this study was to determine and examine the effect of job satisfaction and stress on employee turnover intention at PT. Loa Haur Energi (LHE) in Payang River, Loa Kulu DistrictThe fact that happened at PT. Loa Haur Energi (LHE) in Sungai Payang is still a high level of employee turnover intention which is influenced by work satisfaction and stress factors. starting from January 2013 to December 2017, PT. Loa Haur Energi (LHE) that came out reached more than the standard 15% which is about 33 people from all employees. The average level of employee turnover in the last 4 (four) years at PT. Loa Haur Energi (LHE) has exceeded the tolerated standard.The sample in this study were employees of PT. Loa Haur Energy (LHE) in the Payang River as many as 65 people. The sampling technique was by using probality sampling. the analytical tool used is the multiple regression equation with the hypothesis test used by the F and t tests.From the ANOVA test or F test, the F count obtained is 27.653, while the F table value obtained a value of 2.75 this means that (Fcount 27.653&gt; Ftable 2.75) so that it can be said that job satisfaction and job stress variables are jointly able showed a significant effect on employee turnover intention at PT. Loa Haur Energy (LHE) in Payang River, Loa Kulu District. This is reinforced by the results of the number R is 0.687. This is that the correlation between the variable job satisfaction and job stress on employee turnover intention is a strong relationship. The adjusted R square figure is 0.454 which means that 45.4% of employee turnover intention can be explained or influenced by the variables of job satisfaction and job stress while the remaining 54.6% of employee turnover intention at PT. Loa Haur Energi (LHE) in Sungai Payang, Loa Kulu District by other causes such as compensation, work atmosphere, commitment and leadership. So the first hypothesis is accepted.Based on the correlation table shows that the variable job satisfaction has the most dominant influence on employee turnover intention at PT. Loa Haur Energy (LHE) in Payang River, Loa Kulu District, which is 0.627 or 62.7%, followed by work stress variable of 0.437 or 43.7%. So it can be concluded that at PT. Loa Haur Energi (LHE) in Payang River, Loa Kulu Subdistrict, job satisfaction variable has a dominant effect on employee turnover intention. So the second hypothesis is acceptedKeywords: job satisfaction, job stress, turnover intention

The number of male dental hygienists has been continuously increasing in dental services. The purpose of this study aimed to identify the relationship between job stress, job satisfaction, and turnover intention in male dental hygienists and to provide basic data to improve their job satisfaction. The study population was 110 Korean male dental hygienists working for dental clinics or hospitals. The data were collected from November 10 to December 7, 2015. After an explanation about the objective of the study, 110 questionnaires were distributed via email, and 97 responses were analyzed using SPSS. Overall averages of job stress, job satisfaction and turnover intention in male dental hygienists were 3.05, 2.92, and 3.47 out of 5, respectively. Some sub-factors of job stress, including interpersonal relationships at the workplace and future prospects of dental clinics, were proven to have statistically significant negative influence on job satisfaction (p<0.001). Regression analysis was performed with job stress and job satisfaction as independent variables and turnover intention as a dependent variable. Results showed that job stress had a positive effect on turnover intention (p<0.01) while job satisfaction had a negative effect on turnover intention (p<0.001). Job satisfaction was revealed to have statistically significant negative influence on turnover intention (p<0.001). Some of sub-factors of job stress, including work environment and future prospects of dental clinics and professional position, had a positive effect on turnover intention (p<0.05). The study showed that higher job stress led to higher turnover intention, and higher job satisfaction led to lower turnover intention. Accordingly, job stress and job satisfaction are critical factors for turnover intention in male dental hygienists.

Purpose: The study examined the levels job stress, job satisfaction, self-efficacy and turnover intentions across socio-demographic characteristics of government secondary school teachers in greater Mbarara. Materials and Methods: The cross-sectional, quantitative study adopted census strategy select schools and simple random sampling to select respondents. Data was collected from 470 teachers using self-administered questionnaires. Data was analyzed using frequencies, means, standard deviations, independent samples t test and one-way ANOVA. Findings: Generally, teachers reported moderate job stress, job satisfaction and turnover intentions while self-efficacy was high. High stress was reported among males (M=2.962), teachers aged 40-49 years (M=2.693), teachers with master’s degree (M=3.17), teachers with an experience of ˂ 1year (M=2.91), arts teachers (M=2.93), teachers on government payroll (M=2.87) and teachers in rural settings (M=2.88). High job satisfaction was reported among females (M=3.657), diploma holders (M=3.653), teachers on government payroll (M=3.596), teachers with an experience of ˂ 1year (M=3.691), science teachers (M=3.681), teachers aged ˂ 30years (M=3.787) and teachers in urban schools (M=3.62). Self-efficacy was high among teachers with ˂ 1year experience (M=3.497), females (M=3.495), teachers in urban schools (M=3.459), teachers with master’s degree (M=3.454), teachers on government payroll (M=3.358), science teachers (M=3.403) and teachers aged ˃ 50 years (M=3.455). Turnover intentions were high among teachers with master’s degree (M=3.004), teachers aged ˃ 50 years (M=2.801), teachers on PTA payroll (M=2.662), females (M=2.6001), teachers with an experience of ˂ 1 year (M=2.609), arts teachers (M=2.701) and teachers in rural schools (M=2.608). Implications to Theory, Practice and Policy: There is need for development of mentorship programs to help early-career teachers navigate professional challenges to reduce stress and build confidence, enhance job satisfaction so as to mitigate turnover intentions.

Introduction. In Korea, 25.7% of all teachers at daycare centers resigned in 2018. Turnover of childcare teachers leads to decreased quality of childcare services, so this issue merits academic interest and government measures. The purpose of this study was to examine the conditional direct and indirect effects of gratitude in relation to job stress, job satisfaction, and turnover intention of childcare teachers so that countermeasures can be prepared to reduce turnover intention. Study participants and methods. The participants of the survey were childcare teachers working in daycare centers in Korea, and regarding age, the majority were in their 40s (49.1%), followed in order by those in their 30s or younger (38.6%) and those in their 50s or older (12.3%). In terms of the marital statuses of the participants, 78.6% were married, while in terms of education, college graduates accounted for the largest group at 61.8%. The data were analyzed using SPSS Win. 25 and the PROCESS macro 3.5. The following statistical techniques were applied: descriptive statistical analysis, reliability analysis, mean comparison analysis, and moderated mediation effect analysis. The bootstrap method was used to analyze the moderated mediation effects, and bootstrapping was assigned as 5,000 samples and a 95% confidence interval, and the independent variables, mediating variables, and moderating variables were averaged. Results. First, Pearson's correlation analysis indicated that there was a significant correlation between job stress, job satisfaction, gratitude, and turnover intention. Turnover intention and job satisfaction showed the highest negative correlation coefficient (r=-.528, p&lt;.01). Second, job satisfaction mediated the link between job stress and turnover intention. Third, the conditional effect of gratitude on the link between job stress and turnover intention was significant when gratitude was low and average, and the effect of job stress decreased when gratitude increased. Fourth, the conditional effect of gratitude on the link between job satisfaction and turnover was significant when gratitude was low, average, and high, and the effect of job satisfaction decreased when gratitude increased. Fifth, the conditional indirect effect of job stress → job satisfaction → turnover intention was significant when gratitude was low (M-1SD), average (M), and high (M+1SD). Altogether, the results verified the moderated mediation effect of gratitude. Practical significance. This study examined the mediating effect of job satisfaction and the moderating effect of gratitude in the relationship between job stress and turnover intention. This study provides basic data that can be used for program development as well as the creation of policies that can reduce turnover intention in childcare settings.

The purpose of this study was to analyze the impact of time demands of work on job satisfaction, job stress, and turnover intention of employees of PT Bank Tabongan Negara (Persero) Tbk. Branch Harapan lndah, Bekasi (PT BTN Harapan lndah). Census methodology was applied using the total populations of PT BTN Harapan lndah with 108 populations. However, only 85 of the amount responded. The data were analyzed using path analysis with Smart PLS 2.0.M3. It was found that time demands of work did not have significant impact on turnover intention. Furthermore, time demands of work did not have significant effect on job satisfaction. On the other hand, job satisfaction negatively and significantly influenced turnover intention. Job satisfaction did not mediate the relationship between time demands of work and turnover intention. Time demands of work posi• tively and significantly influenced job stress. Job stress positively and significantly influenced turnover intention. Job stress successfully mediated the relationship between time demands of work and turnover intention. Job stress negatively and significanuy influenced job satisfaction. At last, job satisfaction suocessfully mediated the relationship between job stress and turnover intention. The results were obtained from 85 respondents in a branch of a banking company. The findings provide a better understanding of emplayee job stress and turnover intention through analyzing the time demands of work.

BackgroundTurnover problems among primary health care workers are a significant contributor to the shortage of health human resources. This study aims to determine the relationship between job stress and turnover intention among primary health care workers, as well as to examine the mediating effects of job satisfaction and presenteeism on this relationship.MethodsStratified random sampling and quota sampling were used to select 703 primary health care workers in Jilin Province, China in January 2020. Validated scales were used to measure turnover intention, job stress, job satisfaction, and presenteeism among primary health care workers. The study utilized a partial least squares structural equation modeling (PLS-SEM) approach to test the research hypotheses.ResultsThe turnover intention score of primary health care workers in Jilin Province was 2.15 ± 1.03, and 19.5% of respondents reported a higher turnover intention. Significant sex and occupation differences were found, with a higher rate of turnover intention for male and doctor groups among primary health care workers. This study also revealed a positive correlation between job stress and turnover intention (β = 0.235, P < 0.001), a significant negative correlation between job satisfaction and turnover intention (β= -0.347, P < 0.001), and a significant positive correlation between presenteeism and turnover intention (β = 0.153, P < 0.001). Moreover, the study revealed a significant indirect effect of job stress on turnover intention which was mediated by job satisfaction (β = 0.183, P < 0.001) and presenteeism (β = 0.078, P < 0.001).ConclusionWe confirmed the positive association between job stress and presenteeism with turnover intention, as well as the negative association between job satisfaction and turnover intention. Moreover, our study confirmed the mediating role of job satisfaction and presenteeism in the relationship between job stress and turnover intention. This study provides scientific evidence to address the turnover problem among primary health care workers.

This study aimed to investigate the mediating role of job stress in the relationship between work overload, job satisfaction, and turnover intention. A survey was conducted among 300 employees from banking industry of Pakistan, who completed a adopted questionnaire measuring their levels of work overload, job stress, job satisfaction, and turnover intention. The researchers used structural equational modeling through PLS SEM to test the hypothesis of the study. The results of the study showed that work overload was negatively related to job satisfaction and positively related to job stress and turnover intention. Additionally, job stress was found to partially mediate the relationship between work overload and job satisfaction, as well as fully mediate the relationship between work overload and turnover intention. Furthermore, job satisfaction was found to have a negative relationship with turnover intention, suggesting that it may serve as a protective factor against turnover. The findings of this study have important implications for organizations seeking to reduce turnover rates and increase employee job satisfaction. Specifically, the study highlights the importance of managing workloads to reduce job stress, which in turn can improve job satisfaction and reduce turnover intention. This can be achieved through a variety of interventions, such as workload management strategies, employee training and development, and supportive leadership practices. This study contributes to the growing body of research on job stress, job satisfaction, and turnover intention, by highlighting the mediating role of job stress in these relationships and emphasizing the importance of managing workloads to improve employee outcomes.

There is growing interest in the literature concerning the role of employees organizational success. Particularly in hospitality industry becasue of poor working conditions, low wages, long working hours, low career opportunities, employees are faced with job stress and dissatisfaction and consequently these result high turnover rates. Therefore, the issues of employee's job stress, satisfaction and turnover intent have gained important in terms of hotel managers for businesses success. The main objective of this study is to determine the relationship between employees' work-related stress, job satisfaction and turnover intent. A survey was used to collect data from 262 five-star hotels' managers and employees in Istanbul. In order to measure the impact of job stress on job satisfaction and turnover intent, correlation and regression analysis were utilized. The findings revealed a negative correlation between job stress and job satisfaction and a positive relationship between job stress and turnover intent.