Job Stress, Compensation, Job Dissatisfaction and Turnover Intention

Abstract

Turnover refers to employees who intend to leave their jobs due to decreased employee numbers and the associated costs of recruiting and recruiting new employees. Job stress, compensation, and job satisfaction are all factors that can contribute to an employee quitting his or her job. This study enrolled all employees at PT Citra Mandiri Multi Finance. The respondents were gathered through an incidental sampling method. Multiple linear regression was used for analysis in this study. The findings indicate that job stress increases turnover intention, compensation decreases turnover intention, and dissatisfaction increases turnover intention. The implication of this research is the critical importance of businesses paying attention to the factors that influence turnover intention because the higher a company's turnover intention, the higher the company's human resource costs.

Inductive open data study on teleworking dissatisfaction in Spain during the Covid-19 pandemic

“…When stress works as a negative factor, it produces aggression and dissatisfaction. But Ingsih et al. (2022) indicate that dissatisfaction is a critical factor in a business; it is an employee’s attitude towards fulfilling certain desires and needs through work or work activities because job satisfaction is determined by how the company treats its employees.…”