The Effect of Interpersonal Relationships and Role Ambiguity on Job Satisfaction and Its Impact Toward Employees' Intention to Leave in Event Organizer Services Provider in Medan

Dalimunthe, Indayana; Absah, Yeni; Salim, Sitti Raha Agoes

doi:10.2991/ebic-17.2018.53

Cited by 7 publications

(3 citation statements)

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“…Interaction and social communication between employers and employees in the workplace are vital to enable them to pursue and reach the same organizational goals (Dalimunthe et al, 2017;Adil & Awais, 2016;Sharma & Mittal, 2017;Pandey, 2019;Havlíček et al, 2018;Agarwal & Vaghela, 2018;Chillakuri, 2020). Dalimunthe et al, (2017) assert that an effective communication and good leadership can help to build a strong interpersonal relationship in the company; and good relationship among workers can lead to high job satisfaction, increase in productivity, and improve employee's retention. Adil and Awais (2016) believed that an effective interpersonal relationship between employer and employees is essential in the workplace.…”

Section: Interpersonal Relationshipsmentioning

confidence: 99%

Gen Z Workforce and Job-Hopping Intention: A Study among University Students in Malaysia

Zahari¹,

Puteh²

2023

IJARBSS

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Recruiting and retaining top talents are crucial for firm competitive advantage. However, job hopping behaviour has become a significant problem for HR practitioners. In Malaysia, job hopping trend among Generation Z has led to a high turnover rate. It causes damages as firms must endure a significant loss in both financial and non-financial costs. This phenomenon is contributed by several factors that spur them to leave their current employment for other job opportunities. This study has twofold objectives namely: to investigate the relationship between motivational factors and job-hopping intention among Gen Z, and to determine which motivational factors that have significant influence on job hopping intention among Gen Z. This research applied a quantitative method via survey. The items of the questionnaire were adopted from past studies that employed similar instruments that links the job-hopping intentions among Gen Z. Validity and reliability tests had been conducted to test the variables. Data was gathered from 369 respondents who are currently enrolled in public and private universities in Malaysia. Inferential analysis was performed to examine the relationship and influence between motivational factors and job-hopping intention among Gen Z. This study found that both intrinsic and extrinsic factors have significant relationships with job hopping intention among Gen Z. Findings reveal that only four factors have significant impacts on job hopping intention among Gen Z; and achievement factor was found to be the most influential factor in predicting job hopping intention among Gen Z. This study provides insight to government, researchers and organization on the issue related to human resource problem and the possible key factors to motivate and retain them from leaving their current employment. This study enables the organization to find suitable solutions to retain the Gen Z professionals that possess excellent skills and experience for a future growth of the company.

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Section: Interpersonal Relationshipsmentioning

confidence: 99%

Gen Z Workforce and Job-Hopping Intention: A Study among University Students in Malaysia

Zahari¹,

Puteh²

2023

IJARBSS

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“…This affirms the study of Malinao & Agustin (2022), which showed that most employees are pleased with retention strategies of independent variables such as leadership, training opportunities for improvement, working environment, reward, and recognition as wellness measures and resources. Additionally, the study by Dalimunthe et al (2018) explained that to reduce employee turnover, the organization should focus on employee job satisfaction, which is considereds a main factor for their intention to leave. Using the structural equation model (SEM) and smart partial least square (smartPLS) path modeling to analyze the data gathered, the study showcased those interpersonal relationships positively impacted job satisfaction among event organizers' employees.…”

Section: Employee Retentionmentioning

confidence: 99%

Microanalysis of Employee Retention Strategies

Mendoza,

Tadeo,

Bulan

et al. 2023

jebe

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Maintaining top-tier personnel is difficult for convenience stores, as they must compete against larger businesses with higher budgets and more employee advantages. This study aimed to determine the employee retention management practices in selected convenience stores in Cavite, Philippines. It utilized a descriptive research design and convenience sampling technique to select the respondents. The data was acquired by utilizing self-constructed questionnaires and Likert-scale to determine the effectiveness of employee retention. The study found that most respondents who manage a convenience store have 1 to 9 employees, have been operating for 6 to 8 years, and were small enterprises. The study found that variables such as employee compensation, physical working environment, employee growth, engagement, and employee support were highly effective in retaining employees. The researchers recommend that employees seek a good organization that listens to them and cares about their general well-being. Respectively, managers and/or owners should develop efficient and effective strategies to retain and manage employees in a sustainable manner.

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“…Indirectly, this will help individuals decide career choices to achieve success in the future depan (Gestiada et al, 2017). The importance of the ability to make career decisions will influence personal satisfaction, work income, lifestyle, choice of friends, and interpersonal relationships (Dalimunthe et al, 2018).…”

Section: Introductionmentioning

confidence: 99%

The effectiveness of social cognitive career theory on career decision making

Kusumawati

Wahyuningsih

2020

konseli

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Students with high academic anxiety can cause a decrease in motivation to learn. This kind of situation will harm the learning achievement achieved by students. The purpose of this study was to examine the influence of social cognitive career theory on improving student career decision making. This study used a randomized experimental pretest-posttest control group design. A total of 16 students of VHS Boyolali were the subjects in this study. Selection of subjects using purposive sampling technique which is based on the criteria of low career decision-making ability, obtained from the score of career decision making scale. The data analysis technique used was the Wilcoxon test. The results of statistical tests show that there is an effect of social cognitive career theory on increasing student career decision making. The findings of this study prove that the social cognitive career theory is effective in improving student career decision making at VHS Boyolali.

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The Effect of Interpersonal Relationships and Role Ambiguity on Job Satisfaction and Its Impact Toward Employees' Intention to Leave in Event Organizer Services Provider in Medan

Cited by 7 publications

References 0 publications

Gen Z Workforce and Job-Hopping Intention: A Study among University Students in Malaysia

Gen Z Workforce and Job-Hopping Intention: A Study among University Students in Malaysia

Microanalysis of Employee Retention Strategies

The effectiveness of social cognitive career theory on career decision making

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