The influence of job insecurity and person-job fit on turnover intention mediated by job satisfaction

Masykuroh, Nur Laeli; Muafi, Muafi

doi:10.36096/ijbes.v3i3.271

Cited by 3 publications

(3 citation statements)

References 25 publications

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“…These results are reinforced by several previous studies conducted by Masykuroh & Muafi (2021) and Sasmiaji et al (2022), where in this study it was found that job satisfaction is able to mediate the relationship that exists between job insecurity and turnover intention. These results indicate that if an employee feels job insecurity and even a sense of dissatisfaction with his job, then this can trigger an intention to move on the employee in order to get a job that he feels is better.…”

Section: Effect Of Job Insecurity On Turnover Intention Mediated By J...supporting

confidence: 85%

The Effect of Job Insecurity on Turnover Intention through Job Satisfaction as a Mediating Variable: A Case Study in the Hospital of Nahdlatul Ulama Jombang

Rohim,

Sandy

2024

JEFMS

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This research aims to ascertain, analyze, and elucidate the influence of job insecurity and job satisfaction on turnover intention, the impact of job insecurity on job satisfaction, and the mediating role of job satisfaction in the relationship between job insecurity and turnover intention. The study adopts a quantitative approach and focuses on a population of 222 employees, with a sample size of 70 individuals from Nahdlatul Ulama Hospital in Jombang. Data were collected through the distribution of questionnaires employing a Likert scale. Data analysis was conducted using Structural Equation Modeling–Partial Least Square (SEM-PLS) with the assistance of the SmartPLS software. The findings of this research indicate that the perception of high job insecurity among employees can potentially trigger an increase in turnover intention. Concurrently, high levels of job insecurity may lead to a decline in job satisfaction. Furthermore, low job satisfaction can also contribute to an increase in turnover intention among employees. Additionally, it is observed that job satisfaction partially mediates the relationship between job insecurity and turnover intention. This study contributes valuable insights into the complex dynamics of job insecurity, job satisfaction, and turnover intention in the context of healthcare organizations. The implications of these findings extend to the broader field of human resource management and offer practical guidance for mitigating turnover intention among healthcare professionals.

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Section: Effect Of Job Insecurity On Turnover Intention Mediated By J...supporting

confidence: 85%

The Effect of Job Insecurity on Turnover Intention through Job Satisfaction as a Mediating Variable: A Case Study in the Hospital of Nahdlatul Ulama Jombang

Rohim,

Sandy

2024

JEFMS

View full text Add to dashboard Cite

show abstract

“…The data collection instrument in this study was distributing questionnaires online using Form, which would then be transferred again to Excel to re-examine the results of the data that had been received; this method is also employed by (Masykuroh & Muafi, 2021) (Irawanto et al, 2021) and (Rahma et al, 2021).…”

Section: Data Collection Techniquesmentioning

confidence: 99%

The Mediating Role of Job Satisfaction on Gen Z Employees Turnover Intention

Lim,

Fajar Dini

2023

Int. J. Educ. Manag. Innov.

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The drastic increase in turnover intention in 2020 was caused by the outbreak of the COVID-19 pandemic, which spread to Indonesia, thus affecting all lines of human life. Some reasons for the intensity of turnover intention are organizational environment, work stress, depression, fatigue, workload, and its effect on employee job satisfaction. This study aims to analyze the impact of work stress and workload on turnover intention with job satisfaction as a mediation role amongst Generation Z employees. The sample in this study was 422 people representing the Generation Z workforce in Batam. PLS-SEM was used to analyze this data. The conclusions of this study indicate that job stress and job satisfaction have a positive effect on turnover intention and job satisfaction; workload has a negative relationship with turnover intention, while job satisfaction mediates the relationship between job stress, workload, and turnover intention.

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“…In the process of looking for new jobs, only when the match improves between the job requirements of new jobs and the employee's own needs can employees improve their job satisfaction (Masykuroh and Muafi, 2021). Knowledge-intensive employees would pay more attention to the person-job match regarding the relationship between their specialty and job demands (Gaižauskienė and Tunčikienė, 2018).…”

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confidence: 99%

Role of job mobility frequency in job satisfaction changes: the mediation mechanism of job-related social capital and person‒job match

Yang

Ping

2023

Humanit Soc Sci Commun

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Employees’ high job mobility is detrimental to the healthy and sustainable development of enterprises. It may be resolved by identifying the internal mechanism by which job mobility is associated with job satisfaction. However, few studies have examined it clearly. Thus, decision-making in human resource management lacks a theoretical basis. The present study attempts to fill this gap from the perspective of job-related social capital and person‒job match. Using survey data from 1348 employees with a tenure of 1–3 years in information service enterprises in China, this study conducts an empirical analysis of the aforementioned relationships. The results show that, in the context of the high frequency of job mobility, the ‘Honeymoon Effect’ has a positive association with job satisfaction in the short term. In the long term, the frequency of job mobility has a negative indirect association with job satisfaction through person‒job match and job-related social capital. Among these mediation mechanisms, job-related social capital has a positive association with person‒job match, which contributes to and strengthens the aforementioned negative intermediary process. The results highlight the positive role of job mobility frequency on job satisfaction in the short term and the negative role in the long term. The findings provide useful references and suggestions to help individuals improve their job satisfaction and enterprises to formulate efficient human resource management strategies.

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The influence of job insecurity and person-job fit on turnover intention mediated by job satisfaction

Cited by 3 publications

References 25 publications

The Effect of Job Insecurity on Turnover Intention through Job Satisfaction as a Mediating Variable: A Case Study in the Hospital of Nahdlatul Ulama Jombang

The Effect of Job Insecurity on Turnover Intention through Job Satisfaction as a Mediating Variable: A Case Study in the Hospital of Nahdlatul Ulama Jombang

The Mediating Role of Job Satisfaction on Gen Z Employees Turnover Intention

Role of job mobility frequency in job satisfaction changes: the mediation mechanism of job-related social capital and person‒job match

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