The Effect of Job Stress and Organizational Climate on Turnover Intention with Job Satisfaction as a Mediation Variable

Abstract

Human resources (HR) is a crucial aspect that determines the effectiveness of an organization. Therefore, organizations need to pay attention to the turnover rate within their companies. This research aims to determine the effects of job stress and organizational climate on turnover intention, mediated by job satisfaction. The sample of this study consists of 200 employees from a housing development company scattered across the city of Bandar Lampung. Data collection was carried out through a questionnaire using probability sampling techniques and processed using Structural Equation Modeling (SEM) with the assistance of AMOS software. The results of the study show that job stress has a positive and significant impact on the turnover of employees in the housing development company in Bandar Lampung, while organizational climate has a negative and significant impact on employee turnover. Job satisfaction mediates the effects of job stress on turnover intention, and job satisfaction also mediates the effects of organizational climate on turnover intention. Companies can offer mental well-being support programs, open communication channels for all employees, periodically evaluate the workload of employees, and conduct interviews with employees regarding the primary reasons for the desire to leave the company. Purpose: The aim of this research is to determine the effects of job stress and organizational climate on turnover intention, mediated by job satisfaction. Patients and methods: The sample of this research consists of 135 employees from a housing development company in Bandar Lampung. Data collection was carried out through a questionnaire based on the simple random sampling method, with the sampling technique being probability sampling. Results: The results of the study show that job stress has a positive and significant impact on the turnover of employees in the housing development company in Bandar Lampung, while organizational climate has a negative and significant impact on employee turnover. Job satisfaction mediates the influence of job stress on turnover intention, and job satisfaction also mediates the effects of organizational climate on turnover intention. Conclusion: Companies can offer mental well-being support programs, open communication channels for all employees, periodically evaluate the workload of employees, and conduct interviews with employees regarding the primary reasons for the desire to leave the company.