THE EFFECT OF JOB STRESS AND WORK FAMILY CONFLICT ON TURNOVER INTENTION MODERATED BY PERCEIVED ORGANIZATION SUPPORT

Abstract

This study aims to determine the role of job stress and work-family conflict on turnover intention with perceived organizational support as a moderator. The subjects in this study were employees of PT. SR numbered 156 people. Data analysis using SEM PLS. The results of this study indicate that the effect of job stress on turnover intention has a positive and significant effect. Work-family conflict on turnover intention has a positive and significant effect. Perceived organization support weakens the effect of job stress on turnover intention. Perceived organization support weakens the effect of work family conflict on turnover intention. The implication of the study is that this study confirms the theoretical concept of social exchange theory, although in its implementation there are still things that need to be evaluated on the variables of job stress work family conflict, and perceived organization support. Companies need to pay attention to the implementation of job stress, work family conflict, and perceived organization support comprehensively, because they determine their effect on turnover intention. This study can also be used as a recommendation for a company to choose perceived organization support as a way to moderate the effect of job stress and work family conflict in weakening employee turnover intention.