Investigating factors predicting employees' turnover intention: An empirical study on islamic banking industry

Abstract

The aim of the current study is to investigate the role of job satisfaction as a mediating variable from the influence of workload, work stress and organizational climate on turnover intention. This study utilizes a questionnaire as a data collection instrument, a total of 116 questionnaires were obtained from employees of Bank BTN Syariah Malang (BTN Islamic Banking of Malang). Structural equation model (SEM) based on partial least squares (PLS) was employed as a method to analyze the data. The present study found a significant effect between workload and work stress on job satisfaction and turnover intention. However, organizational climate does not support the proposed hypothesis that organizational climate does not show a vital role in predicting job satisfaction and turnover intention. Furthermore, job satisfaction convincingly affects employees’ intention to leave. Finally, job satisfaction is proven to be a mediator of the influence of workload and work stress on turnover intention. However, unexpectedly, job satisfaction did not mediate the relationship between organizational climate and turnover intention.

The Influence of Workload and Compensation on Turnover Intention of Hikmah Food Employees PT. Hikmah Sejahtera Surabaya

“…It is further explained that workload is the amount of work imposed on employees which can be in the form of physical and mental responsibilities (Fitriantini et al, 2019). Every job is a burden for those who carry it out and each individual has their own capacity to handle the workload they bear (Jamil et al, 2022). Excessive workload will lead to burnout which will encourage stress in employees, this can be caused by too much work volume, high work demands, and so on (Muhammad et al, 2021).…”

Effect of remuneration and job rotation on employee performance with job satisfaction as a mediation variable

“…If the AVE root value is higher than the correlation value between the constructs, then good discriminant validity is achieved. In addition, an AVE value greater than 0.5 is highly recommended (Chin, 1995;Al Jamil et al, 2022). The results of the convergent validity test based on the AVE value can be seen in Table 4.…”

Investigating turnover intention in a financial organisation in Gauteng

“…Monyaki et al (2022) defined turnover intention as an employee's willingness to leave their current job voluntarily. Employee turnover has been escalating within the financial sector since 2012; one of its significant drivers is employee dissatisfaction due to increased workload (Al Jamil et al, 2022). Another predictor of turnover intention is related to poor and toxic leadership (Ntseke et al, 2022).…”