Work-family conflict on turnover intention regarding work stress as intervening variable

Termination of employees from the company is preceded by an employee intention to quit. Job attitude is one of the factors that explain the intention or perception adopted by someone both positive and negative towards employee behavior. Subjective norms are people's perceptions. Perceived behavioral control is a belief in the capabilities and resources they have so they feel they have the opportunity to work elsewhere. The purpose of this study is to determine the effect of Attitude on Work, Subjective Norms, and Perceived Behavior Control on Intention to Quit. This study used 85 permanent employees at Asana Agung Putra Bali Hotel as respondents with data analysis techniques using multiple linear regression analysis techniques. The results showed that Job attitude had a significant positive effect on the intention to quit, subjective norms had a significant positive effect on the intention to quit, and perceived behavior control had a significant positive effect on the intention to quit.

Section: Resultssupporting

confidence: 80%

Effect of job attitude, subjective norm and perceived behavior control on employee intention to quit

Sasmita

Piartrini

2019

“…Every improvement in the organizational culture towards a more conducive one will contribute significantly to increase employee job satisfaction. This is consistent with the research, Dewi et al, 2018;Kusumanegara et al, 2018, found that organizational culture has a positive effect on job satisfaction. The level of compatibility of employees with the existing organizational culture and causes employees to feel satisfied in their work.…”

Section: Effect Of Work Culture On User Satisfaction Of Accounting Insupporting

confidence: 93%

Effect of work environment, quality of system and work culture on satisfaction of accounting information system user

Mandala

Astika

2019

The purpose of this study to explain the empirical evidence of the influence of the work environment, the quality of IT systems and work culture on the satisfaction of users of accounting information systems at PT XYZ. Sampling in this study uses nonprobability sampling methods that use criteria that employees who are sampled are employees using IT systems in his work with saturated sampling techniques, data was collected using a survey method with questionnaire techniques with respondents were employees at PT XYZ by analyzing the data using multiple linear regression. 216 questionnaires were distributed but only 124 questionnaires could be processed. The research results show that the work environment influences the satisfaction of cash system users, IT system quality influences the satisfaction of cash system users and work culture influences the satisfaction of cash system users. The results of hypothesis testing provide a synthesis that the better the work environment, the quality of IT systems and work culture, then the satisfaction of cash system users produced by employees at PT XYZ will be better too. 42 cooperatives, and does not rule out the possibility of other parties or when viewed from R 2 of 84.1% where this means there are still other variables that affect cash system user satisfaction, in further research it is expected to be able to add other variables such as employee performance, compensation, or work motivation. PT XYZ should increase its attention to the satisfaction of users of accounting information systems, considering that cash is the most crucial part of a company so that PT XYZ can still be trust by customers and stakeholders.

“…Dhini (2010), states that there is no significant effect between workload on work stress. The research on job stress that has a positive effect on the intention to quit is justified by Lou (2007); Klassen (2011); Pratiwi & Ardana (2015); Prawisanti & Ariyathi (2018); Kusumanegara et al, (2018); Farrastama et al, (2019). Seeing from previous research, it is suspected that this study examined the direct and indirect relationship of work stress in mediating the effect of workload on the intention to quit, so the hypothesis could be formulated as follows: H6: Job Stress mediates the effect of workload on the intention to quit.…”

Section: Literature Reviewmentioning

confidence: 99%

Role of work stress and organizational commitments in educating workload effect on intention to quit

Christy

Priartini

2019

This research aimed at analyzing the mediation role of job stress and organizational commitment in the effect on workload through the employees' intention to quit. There are 86 respondents in this research which consist of all department operational. The test was done with the PLS method (Partial Least Square) by using smart PLS. Based on the result of analysis it can be concluded that the workload gives a positive contribution to job stress, the workload contributes negatively to the organizational commitment, job stress contribute positively to the intention to quit, the organization commitment contribute negatively to the intention to quit, the workload contribute positively to the intention to quit, job stress mediates partially the relationship between workload employee intention to quit, and organizational commitment mediates partially the relationship between workload employee intention to quit.