Tuntutan Pekerjaan Dan Stres Kerja Sebagai Variabel Penentu Turnover Intention

Nugraha, Andriani; Purba, Sylvia Diana

doi:10.25105/jmpj.v10i1.2274

Cited by 6 publications

(6 citation statements)

References 3 publications

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“…Employee turnover is one of the major challenges faced by organizations, including hospital organizations. Turnover will be a serious problem, if the outgoing workforce has the expertise, abilities, skills in their field and occupies a vital position in the company (Nugraha & Purba, 2018). The direct impact caused by turnover is that it results in an increase in costs that must be incurred by the organization in recruiting new employees (Fardid et al, 2018).…”

Section: Introductionmentioning

confidence: 99%

The effect of perceived organizational support and transformational leadership on turnover intention of health workers at Hospital X Mimika Regency Papua

Matande¹,

Thoyib²,

Kurniawati³

2022

IJRBS

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This study examines the effect of perceived organizational support and transformational leadership on the turnover intention of health workers at Hospital X, Mimika Regency through mediating organizational commitment. This research was conducted in ten work units at Hospital X Mimika Regency, Papua. This study uses saturated sampling. Primary data was obtained by distributing questionnaires to 103 health workers. Data analysis used partial least square (SEM-PLS) structural equation modeling with Smart-PLS 3.0 application. The results show that the perceived organizational support and transformational leadership had a negative and significant effect on turnover intention. The results of this study show a positive significant effect of perceived organizational support and transformational leadership on turnover intention and a negative significant effect organizational commitment on turnover intention. This study also found that organizational commitment has not been able to mediate the effect of perceived organizational support on turnover intention. From these findings, it should be underlined that the turnover intention of health workers will be high, if the organization and leaders do not pay attention to the welfare and needs of health workers, such as bonuses or benefits and salaries that are in accordance with the level of education, workload, and years of service. Equitable training and fair career promotion, giving authority and delegation to health workers in the decision-making process, providing advice, evaluation, and positive feedback.

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Section: Introductionmentioning

confidence: 99%

The effect of perceived organizational support and transformational leadership on turnover intention of health workers at Hospital X Mimika Regency Papua

Matande¹,

Thoyib²,

Kurniawati³

2022

IJRBS

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“…Various studies have tried to explain the relationship between experiencing the burnout phenomenon and workers' desire to leave their jobs (turnover intention) (Abudaqa et al, 2020;Crowe et al, 2018;Herda and Lavelle, 2012;Kardiawan and Budiono, 2018;Kosasih, 2019;Madigan and Kim, 2021;Mahmod and Rosari, 2020;Nugraha and Purba, 2018;Sani, 2017;Thanacoody et al, 2014). In the case of school principals, this becomes something that burdens the organization.…”

Section: Phenomenonmentioning

confidence: 99%

Burnout Phenomenon on Principals: Impact on Behavior and its Mitigation Strategies

Andika,

Sihombing,

Tan

et al. 2024

RGSA

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Objective: This research was conducted to gain further understanding of the real experiences (life experiences) of private school principals in order to reveal the substantive meaning of the entire process of their experience of the burnout phenomenon through personal interactions with the principals who were the research subjects which were then articulated through a burnout model that explains more about the processes and factors that play a role in the dynamics of the burnout phenomenon that apply specifically to the subject of school principals. Theoretical Framework: Qualitative research conducted using the phenomenological approach. Research validity was obtained through triangulation of data sources and cross perspectives. Research reliability was obtained through data saturation and in-depth-understanding of the subject from the selected informants. Method: 12 school principals that have worked for around 5-17 years are selected through criteria matching for interviews. This research uses narrative analysis of stories obtained from in-depth interviews with research informants. Result and conclusion: This research has presented evidence that although the role of a leader is very important to motivate and improve the performance of the people being led, in fact the same thing also applies vice versa, the more the people being led or managed can be cooperative with the leader, the more positive the performance of a leader, especially for private school principals in Indonesia. On the other hand, educational foundations as the authority to supervise school principals also have a role in creating a conducive situation for school principals to carry out their duties as well as possible. Research Implications: This research point out several potential steps that need to be taken by educational foundations or organizations that manage an educational institution. This is to ensure that anyone who serves as a school principal can play their role appropriately, efficiently, and produce added value to the organization in the long term. Originality/Value: The findings of this research reinforce theories regarding the burnout phenomenon that have existed so far, by enriching and clarifying the understanding of the meaning of the phenomenon by which the burnout phenomenon occurs at the leadership level in education industry nowadays.

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“…Peristiwa turnover dapat menjadi persoalan penting bagi perusahaan jika karyawan yang mengajukan resign merupakan SDM yang kompeten dan berprestasi yang biasanya sudah banyak dibekali program atau pelatihan pengembangan. Semakin tinggi tingkat turnover berdampak pada semakin tingginya biaya yang dikeluarkan perusahaan terkait biaya pemisahan, penggantian, pelatihan, kekosongan, dsb (Nugraha & Purba, 2018). Beberapa studi telah mengkaji faktor penyebab yang berkontribusi pada terjadinya turnover intention selain faktor internal, yaitu kepuasan kerja karyawan, ada faktor eksternal di luar kendali manajemen yang dapat mengurangi kepuasan karyawan terhadap pekerjaan saat ini (Mushtaq et al, 2014).…”

Section: Pendahuluanunclassified

Organizational Citizenship Behavior Memediasi Pengaruh Job Satisfaction dan External Work Opportunities Terhadap Turnover Intention

Annisa,

Assa,

Tecoalu

2024

Ekonomis

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Human Resources (HR) are believed as valuable assets for a company in achieving business success and specialized services, especially at PT. Bank Negeri (real company name is hidden). The main purposes of this study are to determine the influence of job satisfaction and external work opportunities on turnover intention, mediated by organizational citizenship behavior (OCB). Another aim of this study is to contribute insights into better HR management for the company. The primary data consisted of questionnaires responses collected from employees at the PT. Bank Negeri Headquarters and secondary data gathered from literature reviews. The research methodology employed includes outer model and inner model analysis, as well as hypothesis testing. Data processing in this study was conducted using Partial Least Square (PLS) with SMART PLS software. The findings of this study resulted that OCB mediates the correlation between job satisfaction and turnover intention but does not mediate the relationship between external work opportunities and turnover intention. These findings offer valuable insights for improved HR management.

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Tuntutan Pekerjaan Dan Stres Kerja Sebagai Variabel Penentu Turnover Intention

Cited by 6 publications

References 3 publications

The effect of perceived organizational support and transformational leadership on turnover intention of health workers at Hospital X Mimika Regency Papua

The effect of perceived organizational support and transformational leadership on turnover intention of health workers at Hospital X Mimika Regency Papua

Burnout Phenomenon on Principals: Impact on Behavior and its Mitigation Strategies

Organizational Citizenship Behavior Memediasi Pengaruh Job Satisfaction dan External Work Opportunities Terhadap Turnover Intention

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