The effect of work environment, stress, and job satisfaction on employee turnover intention

Abstract

This study aims at investigating the factors that influence Bank Mandiri employees' turnover intention including work environment, stress, and job satisfaction. This research is expected to be able to find a solution to the problem of increasing turnover intention which could lead to serious problems. The study uses a quantitative method with the Path Analysis model and the resulted model analyzes both direct effect and indirect effects of independent variables on dependent variable. The sample size includes 100 employees of Mandiri Bank who were selected from a population of 430 employees based on purposive random sampling technique. The findings of this research indicate that, work environment had a positive and significant effect on job satisfaction. Second, stress had a negative and significant effect on job satisfaction. Third, work environment had a negative and significant effect on turnover intention. Fourth, stress had a positive and significant effect on turnover intention. Fifth, job satisfaction had a negative and significant effect on turnover intention. Based on these results, work environment, stress, and job satisfaction can be policy tools to reduce turnover intention, which can lead to a decrease in real turnover at Mandiri Bank.

The Effect of Career Development on Turnover Intention with Job Satisfaction and Organizational Commitment as Mediators, Study at PT Control Systems Arena Para Nusa

“…When better opportunity come, the employees still have the desire to leave the company. This research is supported by [11] that job satisfaction does not give impact towards turnover intention, but it is not supported by [25], [7], and [8] that job satisfaction gives negative impact towards turnover intention.…”

“…This statement is also supported through the research conducted by [3] and [4] that the career development weighs negatively towards the turnover intention, [5] and [6] about the positive impact of career development towards job satisfaction, [7] and [8] about the negative impact of job satisfaction towards turnover intention, [6] and [9] about the positive impact of career development towards organizational commitment, [10] and [11] about positive impact of organizational commitment towards turnover intention, and [6] and [12] about the positive impact of job satisfaction towards organizational commitment.…”

“…Employee who has high level of job satisfaction tends to be more motivated in accomplishing every given job and eventually reduces his intention to leave the current company. It is linear with the statement of [25], [7], and [8] that job satisfaction gives negative impact to the turnover intention so that the hypothesis formula of this research is as followed: H3: Job satisfaction gives negative and significant impact towards turnover intention.…”

The Impact of Work Stress and the Work Environment in the Organization: How Job Satisfaction Affects Employee Performance?

“…Job satisfaction as an individual thing, each individual has a different level of job satisfaction according to the wishes and value systems they adhere to (Handoko, 2011), and the extent to which employees' job satisfaction fulfills their desires (Jayaweera, 2015). The higher the individual employee likes their job, the higher the level of satisfaction (Kurniawaty et al, 2019). Employee satisfaction whose assessment is higher with the activities carried out, is felt according to the wishes of individual employees, the higher the satisfaction achieved with their work activities (Rivai Zainal et al, 2018), while Safrizal (2013) states that job satisfaction has a direct influence on performance profession.…”

“…According to Kreitner and Kinicki (2012) that behavioral, physical, and psychological responses can result in stressors or stressors. Because job stress has a significant influence in providing employee satisfaction with their work (Setyono et al, 2007), it is different from Kurniawaty et al (2019); Jehangir et al (2011), Mansoor et al (2011), and Suhanto (2009 state that employee work stress has decreased when carrying out work activities even though the results are forced to obtain significant satisfaction, while the study of Venkataraman and Ganapathi (2013) also states that they are identical, but in stressful conditions, the physical environment has a significant positive impact because they are able to do activities in generating satisfaction with their work. This is synonymous with the study of Ur-Rehman et al (2012); Essiam et al (2015); and Riaz et al (2016) are able to provide job satisfaction for the organization, while Khuong and Yen (2016) state that employee performance results decrease due to high work activity load, and this shows that work stress has a direct effect on employees which has an impact on decreasing work results, and the expected job satisfaction has not been able to improve job performance (Safrizal, 2013).…”