The effect of workplace well-being and workplace incivility on turnover intention with job embeddedness as a moderating variable

Nur Afni Khairunisa,Muafi Muafi

doi:10.36096/ijbes.v4i1.303

Abstract

Turnover intention is an employee's desire to move to another agency or stop working on their own volition or voluntarily from the organization where they work for certain reasons. Turnover intention behavior has a negative impact on the smooth operation of the organization, so it is necessary to study the factors that influence it and efforts to prevent it. This study aims to examine the effect of workplace well-being and workplace incivility on turnover intention, as well as to examine the role of job embeddedness in moderating the relationship between the two independent variables with the above dependent on employees of the Ministry of Agriculture vertical agency in Manokwari. This study uses a quantitative approach involving 121 respondents. Data analysis using Partial Least Square (PLS) with the help of SmartPLS 3.0 software. The results showed that; (1) workplace well-being has a negative and significant effect on turnover intention, (2) workplace incivility has a positive and significant effect on turnover intention, (3) job embeddedness significantly plays a role in moderating the relationship between workplace well-being and turnover intention, and (4) Job embeddedness plays a significant role in moderating the relationship between workplace incivility and turnover intention. To prevent turnover intention behavior in employees of the Ministry of Agriculture's vertical agency in Manokwari, it is suggested that the level of job embeddedness should always be maintained and improved for all employees of the Ministry of Agriculture's vertical agency in Manokwari.

Highlights

Human resources (HR) is one of the important factors of an organization, both government and private organizations
If the HR management (HRM) practice fails in carrying out its duties, various problems will arise in the HR field which can cause employees to feel uncomfortable and dissatisfied in carrying out their work so that it can lead to a desire to leave the organization or move to work elsewhere
TI: Turnover Intention; WWB: Workplace Well-Being; WIC: Workplace Incivility; Job Embeddedness (JE): Based on Table 3, it can be seen that the average variant extracted (AVE) value for each variable in the analysis model of this study has a good construct validity value, namely the AVE value > 0.5, so it is stated that each variable has good discriminant validity

Summary

Introduction

Human resources (HR) is one of the important factors of an organization, both government and private organizations. An organization that has quality human resources will produce quality output for the organization. Kehoe & Wright (2013) say that the HRM practice of an organization is reflected in the behavior and attitudes of its employees. If the behavior and attitudes of employees show positive things, it means that HRM practices are successful in carrying out their duties. If the HRM practice fails in carrying out its duties, various problems will arise in the HR field which can cause employees to feel uncomfortable and dissatisfied in carrying out their work so that it can lead to a desire to leave the organization or move to work elsewhere (turnover intention)

Objectives

Discussion

Conclusion