Abstract
Purpose: Identify the direct effect of reward, motivation and job satisfaction on the turnover intention the teacher. Design/methodology: This study used a quantitative approach with a survey method. The data was taken by using questionnaire and analyzed by using path analysis. The research sample was 149 private junior high school teachers in Rokan Hulu District. The sample were taken by using simple random sampling technique. Findings: The results of the study showed that the reward has a direct negative effect on turnover intention. Motivation has a direct negative effect on turnover intention, job satisfaction has a direct negative effect on turnover intention. Research limitations/ implications: The research sample was taken from schools in Rokan Hulu Regency, therefore it is necessary to be careful to generalize the results of this study in a wider scope such as for the province or a country.Practical implicaations: Based on the results of the study, it was known that to reduce teacher turnover intention private junior high school can be done by increasing their reward, motivation and job satisfaction.
Highlights
The high-performance teachers are needed for achieving the education goal
Reward Effects Negative Direct on Turnover Intention Based on the results of the first testing hypothesis, it could be concluded that there was a negative direct effect of the variable rewards toward Turnover Intention variables with a correlation coefficient of -0.476 and a path coefficient value of -0.245
This number gives the meaning that the reward has a direct negative effect toward Turnover Intention
Summary
The high-performance teachers are needed for achieving the education goal. It can be seen if the teacher are enjoying to work. The research results of Youcef et al (2016) state that there is a negative and significant influence between the variables of job satisfaction on turnover intention with a value of r = 0.129. Based on the phenomenon of the problem, it should be assumed that reward, motivation and job satisfaction affect the teacher's turnover intention. Turnover intention can be reduced by increasing the level of pay structure (Mendis, 2017) Rewards can affect such individual behaviors as turnover, absenteeism, performance, and commitment (Gibson et al, 2012; Jex and Britt, 2008). Because they show high levels of motivation, commitment and organizational citizenship, they adopt better-performing behaviours, leading to lower absenteeism and turnover rates, increased productivity and higher levels of quality (Armstrong, 2009). Job satisfaction doesn’t influence quantity and quality of performance, it does influence citizenship behaviors, turnover, absenteeism, and preferences and opinions about unions (Gibson, Ivancevich, Donelly & Konopaske, 2012)
Sign-in/Register to view highlights & summary Sign-in/Register to access full text options 
Free) 
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a call
