Antecedents of Employees’ Turnover Intentions: Evidence from Private Educational Institutions

Abstract

In today's competitive environment, the development and retention of human capital has become a serious concern for organizations. This study aims to study the antecedents of employees' turnover intentions in private educational institutions. A closed ended questionnaire was distributed among 200 employees of different educational institutions. One hundred and seventy eight of them responded with total response rate of 79%. Regression analyses were performed to test the hypotheses set forth. The findings of the study revealed that turnover intentions are influenced by job stress and work environment whereas work overload has not been found as a significant predictor of turnover intentions.

Antecedents of Job Satisfaction and the Influence on Turnover Intention

“…A strong emotional attachment between the employee and the organization will reduce the employee's turnover intention. The results of previous studies found the organizational commitment had negative effects to the turnover intention (Fitriany et al, 2011;Joo & Ready, 2012;Long et al, 2012;Mehrad & Fallahi, 2014;Bateh & Heyliger, 2014;Siddiqui & Jamil, 2015;Srimindarti et al, 2015;Sun et al, 2016). But Yasmin and Marzuki (2015) found that organizational commitment had no effect on turnover intention.…”

“…This finding shows that if employees felt comfortable with his supervisor's leadership style applied will influence in the increase of job satisfaction (Fitriany et al, 2011;Joo & Ready, 2012;Mehrad & Fallahi, 2014;Long et al, 2014;Bateh & Heyliger, 2014;Siddiqui & Jamil, 2015;Sun et al, 2016).…”

“…If the leader is close to employees, respect to the employees opinion and to communicate openly would increase job satisfaction. Some previous research found the influence of leadership style and organizational commitment to job satisfaction and ultimately led to the turnover intention (Fitriany et al, 2011;Joo & Ready, 2012;Mehrad & Fallahi, 2014;Long et al, 2014;Bateh & Heyliger, 2014;Siddiqui & Jamil, 2015;Sun et al, 2016). Based on the basis of previous studies review and explanations described earlier, the fourt Hypothesis proposed in this study is: H4: Leadership Style has positive effect on Job Satisfaction.…”

“…The employee who feels more suitable against his authority's leadership style will increase job satisfaction, otherwise if the employee feels uncomfortable, authority's leadership style will lead to higher dissatisfaction with the job. Some studies found a leadership style had positive effect on job satisfaction ( Joo & Ready, 2012;Bateh & Heyliger, 2014;Long et al, 2014;Mehrad & Fallahi, 2014;Siddiqui & Jamil, 2015;Sun et al, 2016).…”

Pengaruh Stres Kerja Terhadap Turnover Intention Melalui Mediasi Komitmen Organisasional Pada Restoran Queen’s Tandoor Seminyak

“…Hasil penelitian yangmenguji hubungan stres kerja dengan intensi keluar oleh Rai (2015) menyatakan bahwa stres kerja secara signifikan mempengaruhi intensi keluar, dimana ketika karyawan memiliki tingkat stress kerja yang semakin tinggi maka intensi keluar pada perusahaan juga akan semakin meningkat. Penelitian Siddiqui and Jamil (2015), Ketabchi and Hazraty (2015) Berdasarkan hasil analisis jalur substruktural 2 yang disajikan pada Tabel 4, maka persamaan strukturalnya adalah: Nilai determinasi total sebesar 0,662 mempunyai arti bahwa sebesar 66,2% variasi turnover intention dipengaruhi oleh variasi stres kerja dan komitmen organisasional, sedangkan sisanya sebesar 33,8% dipengaruhi oleh faktor lain yang tidak dimasukkan ke dalam model penelitian.…”