Turnover Intention Antecedents: Study on Credit People Banks (BPR) in Gianyar Regency - Bali

Supartha, Wayan Gede; Dewi, Ida Ayu Anggia Wedya

doi:10.2991/piceeba2-18.2019.48

Cited by 1 publication

(1 citation statement)

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“…A number of studies (Azeez, et al, 2016;Jabeen, et al, 2018;Supartha & Dewi, 2018) state that employees who feel satisfaction with various aspects of work tend to have low turnover intention. Mahdi, et al, (2012), explained that intrinsic and extrinsic job satisfaction has a negative influence on turnover intention because employees feel the organization where they work gives attention so they prefer to stay at work.…”

Section: Literature Reviewmentioning

confidence: 99%

How Work Family Conflict Effect on Job Satisfaction and Turnover Intention

Sumitra,

Gede Supartha,

Riana

et al. 2024

JEFMS

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Turnover is the desire to leave organisation is a serious problem, especially in the hospitality industry. Turnover intention is the beginning of real turnover can caused by a number of factors including job satisfaction and work-family conflict. This study aims to analyse the effect of work family conflict on job satisfaction and turnover intention. Using a sample of 235 employees at a four-star hotel, data was collected by distributing questionnaires. This study used Amos SEM to test the hypothesis. The results showed that employees tend to decide to leave the organization when they do not feel job satisfaction. Work-family conflict was found to be a trigger in reducing job satisfaction. In addition, work-family conflict can significantly increase employees' intention to leave the organization. However, organizations must still be able to maintain employee work family conflict to enhancing job satisfaction in reduce the desire to leave the organization.

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Section: Literature Reviewmentioning

confidence: 99%