Abstract
This study aims to determine the effect of work stress and job satisfaction on turnover intention and also to know the role of job satisfaction in mediating the influence between work stress and turnover intention. The number of samples taken was 72 employees, using the proportionate stratified random sampling method. The analysis technique used in this study is path analysis and sobel test. The results of the analysis show that work stress has a positive and significant effect on turnover intention. Job stress has a negative and significant effect on job satisfaction. Job satisfaction has a negative and significant effect on turnover intention. The results of this study also show that job satisfaction mediates work stress on turnover intention. To reduce turnover intention, the hospital must be able to control the stress level of employees by paying attention to the workload given to individual work capacity and also the time given in completing work. The hospital is also advised to give awards to employees who have done their jobs well.
 Keywords: job stress, job satisfaction, turnover intention
Highlights
This study aims to determine the effect of work stress and job satisfaction on turnover intention and also to know the role of job satisfaction in mediating the influence between work stress and turnover intention
The results of the analysis show that work stress has a positive and significant effect on turnover intention
The results of this study also show that job satisfaction mediates work stress on turnover intention
Summary
Tabel 1menunjukan bahwa selama tahun 2017 sejak bulan Januari sampai bulan Desember, tingkat turnover pada Rumah Sakit Bali Royal Hospital tergolong cukup tinggi. Hal ini sesuai dengan hasil penelitian sebelumnya yang dilakukan olehIndrayani(2012) danBasri(2017) yang menyatakan bahwa apabila stres kerja karyawan tinggi, maka kepuasan karyawan akan menurun dan akan meningkatkan turnover intention karyawan. Hasil penelitian Mahdi et al (2012)juga menyatakan adanya pengaruh negatif antara kepuasan kerja dengan turnover intention, dimana karyawan yang mencapai kepuasan kerja akan berusaha untuk tetap berada di dalam perusahan. Pernyataan tersebut diperkuat oleh hasil temuan dari Kabungaidze dan Mahlatshana(2013)yang menyatakan bahwa karyawan yang tidak puas dengan pekerjaan mereka dan sikap positif terhadap turnover intention, jadi semakin tinggi tingkat kepuasan kerja karyawan maka semakin rendah tingkat turnover intention karyawan. Beberapa penelitian telah dilakukan mengenai kepuasan kerja dapat memediasi hubungan antara stres kerja terhadap turnover intention.
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