The Effect of Psychological Work Environment and Work Loads on Turnover Interest, Work Stress as an Intervening Variable

Nanda, Andesna; Soelton, Mochamad; Luiza, Sita; Saratian, Eko Tama Putra

doi:10.2991/aebmr.k.200205.040

Cited by 30 publications

(37 citation statements)

References 4 publications

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“…The value of t-statistic > the t-table value that is 1.96 and the value of original sample indicates the value negative, this result shows that compensation is influential significant negatively impact on turnover intention. The results of this study are supported by research [1], [29]- [31].…”

Section: The Influence Of Compensation Towards Turnover Intentionsupporting

confidence: 79%

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Job Insecurity Anomaly on Turnover Intention and Employee Performance in The Organization Heavy Equipment Transportation Services

Soelton

Wahyono

Oktaviar

et al. 2021

EJBMR

Self Cite

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Human resources are important resources that support organizations in achieving competitive advantage. Therefore, it is important to involve employees to drive the strategic goals of the organization. Heavy equipment transportation services in the era of globalization are expected to face increasingly fierce competition. Therefore, the quality of the organization must be considered. This is inseparable from the role of human resources who will be required to carry out their duties and functions properly. The purpose of this research is to examine and analyze job insecurity, compensation, and work conflicts on the turnover intention and the employe performance. This study employs samples consisted of all employes who work at PT. Tangguh Jaya Bersama with a total population of 50 employees. The results indicate that variable job insecurity, and work conflicts have a positive and significant impact on turnover intention. Whereas the compensation has a negative and significant on turnover intention. The variable compensation and work conflicts have a significantly positive on employee performance, whereas the jobs insecurity have a significantly negative on employee performance. The variable turnover intention has a significantly negative on employee performance.

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Section: The Influence Of Compensation Towards Turnover Intentionsupporting

confidence: 79%

“…The t-statistic value > the t-table value that is 1.96 and the value of original sample indicating the negative value, result shows that influential turnover intention have significantly negative impact on employee performance. Based on the results of [1], [29]- [31].…”

Section: The Influence Of Turnover Intention Towards Employee Performancementioning

confidence: 99%

Job Insecurity Anomaly on Turnover Intention and Employee Performance in The Organization Heavy Equipment Transportation Services

Soelton

Wahyono

Oktaviar

et al. 2021

EJBMR

Self Cite

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show abstract

“…Employees who are highly stressed at work are more likely to leave the organization. In this regard, employees who are stressed at work are less satisfied with their jobs and are more likely to consider leaving their jobs [41], [42]. On the other hand, stress is not only a consequence of the workplace but stress can be caused by a work-life imbalance or a conflict between work and family [43], [44].…”

Section: What Makes Employee Turnover?mentioning

confidence: 99%

“…Moreover, employee participation in problem-solving and decision making can lead to increased productivity, improved attitudes, and decreased absenteeism and employee turnover. Furthermore, changes in management systems and behaviour of senior managers and changes in organizational variables, such as the scale of benefits, employee participation, a work environment which may pose the value for the employee, and can reduce employee turnover [42], [113]. The organizations usually develop the skills of the employees and they often leave before making full use of their talents and their contributions to the organization, they exiting their organizations without a sufficient return on large investments that were made on them.…”

Section: Retention Strategiesmentioning

confidence: 99%

Employee Turnover: Causes, Importance and Retention Strategies

Al-Suraihi

Samikon

Alsuraihi

et al. 2021

EJBMR

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This research aims to understand the causes of employee turnover and retention strategies in an organization. Key research findings indicate that employees have several reasons to leave their workplaces, such as job stress, job satisfaction, job security, work environment, motivation, wages, and rewards. Furthermore, employee turnover has a huge impact on an organization due to the costs associated with employee turnover and can negatively impact the productivity, sustainability, competitiveness, and profitability of an organization. However, the organization must understand the needs of its employees, which will help organizations, adopt certain strategies to improve employee performance and reduce turnover. Thus, implementing strategies will increase job satisfaction, motivation and the productivity of individuals and organizations, which can reduce employment problems, absenteeism, and employee turnover.

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“…In psychology, stress means exposure to psychological pressures [11]. In the eld of occupational health, stress is also known as job stress, which is a state of psychological and physical stress in the workplace and is due to high demand and needs of the workplace compared to the capabilities of the workforce (12). Stress is an integral part of all jobs, but it is mostly found in jobs that are closely related to health and death and life and requires more attention [13,14].…”

Section: Introductionmentioning

confidence: 99%

Occupational Stress Assessment of Health Care Workers (HCWs) Facing COVID‐19 Patients in Iran

dameneh¹,

Esmaeili²,

Kazemi³

et al. 2021

Preprint

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Background: The health care workers (HCWs) in medical sectors are among the vital assets of any country during the emergence of crises such as pandemic prevalence caused by COVID-19. Therefore, maintaining the health of this group of staffs is necessary not only to save lives of patients, but also to control prevalence of diseases. People at the frontline of fighting COVID-19 are at higher risk for mental health problems, including stress, anxiety, depression, and insomnia. The main objective of this study is to study the status of job stress in the three occupational groups of nurses, physicians and hospital cleaning crew facing corona patients in Iran hospitals.Methods: This cross-sectional descriptive analytical study is performed on 290 medical staff (nurses, physicians and cleaning crew) facing COVID-19 patients working in different hospitals in Iran in 2020. Demographic information form and Job Stress Questionnaire (HSE tool indicator) were used to collect data. The HSE questionnaire has 35 questions and 7 areas, which was developed in the 1990s by the UK Health and Safety Institute to measure job stress.Results: 59% of the participants in this study were male. 62% of participants in this study were married. Participants often had work experience between 3 to 10 years. 66% of the participants were in the age range of 20 to 30 years. Percent of participants’ shift work satisfaction was 67%. Also, according to the results of the present study, 87% of nurses, 79% of cleaning crew and 67% of physicians had a partial to high levels of stress that, on average, 77.5% of the HCWs participating in this study had at least a small amount of stress.Conclusions: The prevalence of COVID-19 has a great impact on the level of job stress in the HCWs of Iranian hospitals. Factors such as high workload, low response time at the peak of hospital visits, lack of adequate support for top managers of all job groups equally, lack of access to adequate personal protective equipment, unpreparedness of managers and staff to respond to the critical and emergency conditions on stress incidence were effective on the present study.

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The Effect of Psychological Work Environment and Work Loads on Turnover Interest, Work Stress as an Intervening Variable

Cited by 30 publications

References 4 publications

Job Insecurity Anomaly on Turnover Intention and Employee Performance in The Organization Heavy Equipment Transportation Services

Job Insecurity Anomaly on Turnover Intention and Employee Performance in The Organization Heavy Equipment Transportation Services

Employee Turnover: Causes, Importance and Retention Strategies

Occupational Stress Assessment of Health Care Workers (HCWs) Facing COVID‐19 Patients in Iran

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