The Effect of Reward and Job Satisfaction toward Turnover Intention Private Junior High School

Abstract

The problem of teacher turnover, especially private teachers is a quite worrying in Indonesia and other developing countries. The high rate of teacher turnover will disrupt the achievement of educational goals. The main objective of this study was to see the effect of reward and job satisfaction on teachers' turnover intentions. This study uses a quantitative approach with a survey method. The sample of the study was all private junior high school teachers in Rokan Hulu District, consisting of 235 people selected from 20 schools. Samples size determination was done by using Slovin formula. The sample was taken by using simple random technique. Based on the results of calculations, it is known that the number of sample size in this study was 149 participants. Data collection technique used a Likert scale questionnaire. The questionnaire was first tested for its validity and reliability. The results of the study showed that there is a direct negative effect of rewards on turnover intention, and there is a direct negative effect of job satisfaction on turnover intention and lastly there is a direct positive effect of reward on job satisfaction.

Validity of Single-item Versus Multiple-item Job Satisfaction Measures in Predicting Life: Satisfaction and Turnover Intention

“…The effect of income on job satisfaction was consistent with previous studies that found a similar effect (Takei et al, 2009;Yang et al, 2008), and the effects of income on turnover intention were also consistent with findings in previous studies (Fakunmoju et al, 2010;Liu et al, 2019). In fact, findings from the parallel multiple mediation model are consistent with a recent finding suggesting that reward indirectly influenced turnover intention through its effects on job satisfaction (Hardianto et al, 2019): 'There is a direct negative effect of rewards on turnover intention, and there is a direct negative effect of job satisfaction on turnover intention and lastly there is a direct positive effect of reward on job satisfaction' (p. 128). Financial incentives appear to be a good motivation for job performance, which has implications for increasing employees' satisfaction about their jobs and reduces their propensity to leave their jobs.…”

“…Results from global research suggested that women were more likely than men to be satisfied with their lives (Joshanloo & Jovanović, 2020) and married women were more likely than men to be satisfied with their lives (Botha & Booysen, 2013). Similarly, income was found to be associated with job satisfaction (Takei et al, 2009; Yang et al, 2008) and turnover intention (Fakunmoju et al, 2010) and to influence turnover intention indirectly through effects on job satisfaction (Hardianto et al, 2019). A recent study found income to be associated with turnover intention and concluded that job satisfaction decreased the effects of job stress on turnover intentions (Liu et al, 2019).…”

A Study on Online EFL Instructors’ Teaching Satisfaction during Pandemic

“…However, the variables of job satisfaction have also been examined from other perspectives. For example, reward is found to have a positive effect on private junior high school teachers' job satisfaction (Hardianto et al, 2019).…”

The Relationship Between School Principals' Cultural Intelligence Level and Teachers' Job Satisfaction and Intention to Leave the Job

“…In addition to the cultural intelligence of the managers, the job satisfaction of the employees is also related to their intention to leave (Gun et al, 2021;Hardianto et al, 2019;Yucel & Kocak, 2018). According to Mobley et al (1978), low job satisfaction can activate the intention to leave, lead to the evaluation of alternatives, and ultimately result in the behavior of intention to leave.…”

“…These orientations shape their expectations, wishes, behaviors, and job satisfaction perceptions in business life. When these expectations and wishes of teachers, which are influenced by their culture, are not met, teachers' job satisfaction is negatively affected, which can negatively affect their thoughts and attitudes towards work and trigger their intention to leave (Hardianto et al, 2019). As a result of all these, the school turns into an organization whose teachers are not satisfied with their jobs and whose teachers have intention to leave.…”