The Impact of Work Stress on Turnover Intention in Indonesia: Is There A Mediation from Employee' Job Satisfaction?

Abstract

Objective - This paper aims to investigate the impact of the work stress on job satisfaction and employee turnover among the employees in Bandung. Methodology/Technique - The study is conducted between January – April 2019 in a private company in Bandung. We distributed questionnaire to 400 participants through the human resource department in each company and obtained 216 valid and usable participants. We used SPSS software to analyze the regression and Macro Process to identify the mediation role. Findings - The findings reveal a direct effect of work stress on both job satisfaction and turnover intention, and there was also direct significant relationship between job satisfaction and turnover intention. Job satisfaction plays a mediatory role in the relationship between work stress and turnover intention. The results indicate the strategic policies of HR manager that they should consider stress and satisfaction when confront with high turnover. To identify the turnover leave, managers need to conduct routine survey regarding the employee intention. Novelty – The study uses participants from Indonesia which is considered as a collectivist culture which is still limited; thus our contribution is to provide wider perspective regarding the relationship model of work stress, satisfaction, and turnover intention. Both academics and practitioners could use the results of this study as a basis for future research. Type of Paper - Empirical Keywords: Work Stress; Job Satisfaction; Turnover Intention. JEL Classification: M12, M19.

Antecedents of Turnover Intentions: Health Care Staff in Saudi Arabia

“…Work stress considered a critical factor that may be the reason behind employee intention to leave the organization. Ferdian, Luturlean, Zhafira, and Izumi (2020) found that work stress has a positive effect on turnover intention. In addition, many other studies found that work stress increases turnover intention (Arshadi and Damiri, 2013;Jou, Kuo, and Tang,2013;Elci, Sener, Aksoy, and Alpkan, 2012).…”

“…Moreover, Steinmetz et al(2014) noticed that working time is a considerable and significant factor that affects the intention of health workforce to stay or leave their job. According to Ferdian et al (2020) workers who suffer from high work stress they tend to have a great intention to leave the job. Since organizations are seeking for their best, which causes a challenging and stressful work environment so they must improve their selection process because most of the stress is due to individual characteristics (Ferdian et al , 2020).…”

“…According to Ferdian et al (2020) workers who suffer from high work stress they tend to have a great intention to leave the job. Since organizations are seeking for their best, which causes a challenging and stressful work environment so they must improve their selection process because most of the stress is due to individual characteristics (Ferdian et al , 2020). Improving the selection process and organization management system can reduce turnover cost according to O' Connell and Kung (2007).…”

“…Improving the selection process and organization management system can reduce turnover cost according to O' Connell and Kung (2007). Ferdian et al (2020) added that providing employees a flexible work hour will reduce employees' work stress thus their intention to quit the job. Saragih et al (2020) suggest that organization should create programs that give employees the opportunity to be involved in the job.…”

“…However, Ololo, Kalifa, and Tafese (2016) found that once an employee is serving for a long time, he is less willing to leave the company. Ferdian et al (2020) found that when organizations cares for their employee's well-being, an employee in return will be loyal and less considering quit. Huang, and Chih-Hao, (2016) found in their study that there is a strong negative relationship between job satisfaction and turnover intentions.…”