JOB STRESS, JOB SATISFACTION, WORK ENVIRONMENT: EFFECTS ON ORGANIZATIONAL COMMITMENT AND IMPACT ON TURNOVER INTENTION
DOI:
https://doi.org/10.35794/jmbi.v10i3.52492Abstrak
Abstract. The purpose of this study was to determine then influences of organizational commitment toward turnover intention, moreover the effects of job stress, job satisfaction, and work environment on organizational commitment was also observed, and finally the influence of job stress and work environment had on job satisfaction. Data collection was conducted via electronic questionnaire on 268 hospital employees. Data analysis was done using partial least square-structural equation modeling technique (PLS-SEM) using program software SmartPLS 3.0. Results from this study showed that organizational commitment had negative effects on turnover intention, meanwhile organizational commitment was negatively influenced by job stress and positively influenced by job satisfaction and work environment, finally job satisfaction was negatively influenced by job stress and positively influenced by work environment. This study aims to contribute to the understanding of employee turnover dynamics and give understanding on the underlying factors that affects turnover intention. Given the results derived from this study, it is recommended for any organizations stakeholder to improve employee’s commitment to control turnover, by boosting employee’s satisfaction and work condition, as well as reducing their stress.
Abstrak. Tujuan dari penelitian ini adalah untuk mengetahui pengaruh komitmen organisasi terhadap turnover intention, selain itu juga diamati pengaruh stres kerja, kepuasan kerja, dan lingkungan kerja terhadap komitmen organisasi, dan terakhir pengaruh stres kerja dan lingkungan kerja terhadap pekerjaan. kepuasan. Pengumpulan data dilakukan melalui kuesioner elektronik pada 268 pegawai rumah sakit. Analisis data dilakukan dengan menggunakan teknik partial least square-structural equation modeling (PLS-SEM) dengan menggunakan perangkat lunak program SmartPLS 3.0. Hasil dari penelitian ini menunjukkan bahwa komitmen organisasi berpengaruh negatif terhadap niat berpindah, sedangkan komitmen organisasi dipengaruhi secara negatif oleh stres kerja dan dipengaruhi secara positif oleh kepuasan kerja dan lingkungan kerja, terakhir kepuasan kerja dipengaruhi secara negatif oleh stres kerja dan dipengaruhi secara positif oleh lingkungan kerja. Penelitian ini bertujuan untuk berkontribusi pada pemahaman dinamika turnover karyawan dan memberikan pemahaman tentang faktor-faktor mendasar yang mempengaruhi niat turnover. Berdasarkan hasil penelitian ini, disarankan bagi setiap pemangku kepentingan organisasi untuk meningkatkan komitmen karyawan dalam mengendalikan turnover, dengan meningkatkan kepuasan dan kondisi kerja karyawan, serta mengurangi stres mereka.
Referensi
Alas, R., Übius, U., Lorents, P., & Matsak, E. (2017). Corporate Social Responsibility In European And Asian Countries. Jurnal Manajemen Bisnis Dan Inovasi (JMBI) UNSRAT Vol. 4 No. 1
Abbasi, S. M., & Hollman, K. W. (2000). Turnover: The Real Bottom Line. Public Personnel Management, 29(3), 333-342. https://doi.org/10.1177/009102600002900303
Abdullah, A., & Ramay, M. I. (2012). Antecedents of organizational commitment of banking sector employees in Pakistan. Serbian Journal of Management, 7(1), 89-102.
Ahsan, N., Abdullah, Z., Fie, D. Y. G., & Alam, S. S. (2009). A study of job stress on job satisfaction among university staff in Malaysia: Empirical study. European journal of social sciences, 8(1), 121-131.
Aydogdu, S., & Asikgil, B. (2011). An empirical study of the relationship among job satisfaction, organizational commitment and turnover intention. International review of management and marketing, 1(3), 43-53.
Becker, H. S. (1960). Notes on the concept of commitment. American journal of Sociology, 66(1), 32-40.
Bhatti, M. H., Bhatti, M. H., Akram, M. U., Hashim, M., & Akram, Z. (2016). Relationship between job stress and organizational commitment: An empirical study of banking sector. Journal of Business Management and Economics, 7(1), 29-37.
Buchan, J. (2010). Reviewing the benefits of health workforce stability. Human resources for health, 8(1), 1-5.
Castle, N. G., Engberg, J., Anderson, R., & Men, A. (2007). Job satisfaction of nurse aides in nursing homes: Intent to leave and turnover. The Gerontologist, 47(2), 193-204.
Chao, M. C., Jou, R. C., Liao, C. C., & Kuo, C. W. (2015). Workplace stress, job satisfaction, job performance, and turnover intention of health care workers in rural Taiwan. Asia Pacific Journal of Public Health, 27(2), NP1827-NP1836.
Chordiya, R., Sabharwal, M., & Goodman, D. (2017). Affective organizational commitment and job satisfaction: A cross‐national comparative study. Public Administration, 95(1), 178-195.
Clugston, M. (2000). The mediating effects of multidimensional commitment on job satisfaction and intent to leave. Journal of organizational behavior, 21(4), 477-486.
Cohen, A. (1993). Work commitment in relation to withdrawal intentions and union effectiveness. Journal of Business Research, 26(1), 75-90.
Cohen, G., Blake, R. S., & Goodman, D. (2016). Does turnover intention matter? Evaluating the usefulness of turnover intention rate as a predictor of actual turnover rate. Review of Public Personnel Administration, 36(3), 240-263.
Danish, R. Q., Ramzan, S., & Ahmad, F. (2013). Effect of perceived organizational support and work environment on organizational commitment; mediating role of self-monitoring. Advances in Economics and Business, 1(4), 312-317.
De Gieter, S., Hofmans, J., & Pepermans, R. (2011). Revisiting the impact of job satisfaction and organizational commitment on nurse turnover intention: An individual differences analysis. International journal of nursing studies, 48(12), 1562-1569.
Eslami, J., & Gharakhani, D. (2012). Organizational commitment and job satisfaction. ARPN journal of science and technology, 2(2), 85-91.
Ferris, K. R., & Aranya, N. (1983). A Comparison of Two Organizational Commitment Scales 1. Personnel psychology, 36(1), 87-98.
Garland, B., Hogan, N. L., Kelley, T., Kim, B., & Lambert, E. G. (2013). To be or not to be committed: The effects of continuance and affective commitment on absenteeism and turnover intent among private prison personnel. Journal of Applied Security Research, 8(1), 1-23.
Giffords, E. D. (2009). An examination of organizational commitment and professional commitment and the relationship to work environment, demographic and organizational factors. Journal of Social Work, 9(4), 386-404.
Hakanen, J. J., Schaufeli, W. B., & Ahola, K. (2008). The Job Demands-Resources model: A three-year cross-lagged study of burnout, depression, commitment, and work engagement. Work & stress, 22(3), 224-241.
Hanaysha, J. (2016). Testing the effects of employee engagement, work environment, and organizational learning on organizational commitment. Procedia-Social and Behavioral Sciences, 229, 289-297.
Hayes, B., Bonner, A., & Douglas, C. (2015). Haemodialysis work environment contributors to job satisfaction and stress: a sequential mixed methods study. BMC nursing, 14(1), 1-13.
Hayes, L. J., O’Brien-Pallas, L., Duffield, C., Shamian, J., Buchan, J., Hughes, F., ... & North, N. (2012). Nurse turnover: a literature review–an update. International journal of nursing studies, 49(7), 887-905.
Hussain, T., & Asif, S. (2012). Is employees’ turnover intention driven by organizational commitment and perceived organizational support. Journal of quality and technology management, 8(2), 1-10.
Irawan, F., & Ie, M. (2022, April). The effect of work environment and job satisfaction on employee organizational commitment. In 3rd Tarumanagara International Conference on the Applications of Social Sciences and Humanities (TICASH 2021) (pp. 1452-1457). Atlantis Press.
Jamal, M. (2011). Job stress, job performance and organizational commitment in a multinational company: An empirical study in two countries. International Journal of Business and Social Science, 2(20).
Mathieu, J. E. (1991). A cross-level nonrecursive model of the antecedents of organizational commitment and satisfaction. Journal of applied psychology, 76(5), 607.
Meyer, J. P., & Allen, N. J. (1997). Commitment in the workplace: Theory, research, and application. Sage publications.
Meyer, J. P., Becker, T. E., & Vandenberghe, C. (2004). Employee commitment and motivation: a conceptual analysis and integrative model. Journal of applied psychology, 89(6), 991.
Mishra, P. K. (2013). Job satisfaction. IOSR journal of humanities and social science, 14(5), 45-54.
Mosadeghrad, A. M., Ferlie, E., & Rosenberg, D. (2008). A study of the relationship between job satisfaction, organizational commitment and turnover intention among hospital employees. Health services management research, 21(4), 211-227.
Mowday, R. T., Steers, R. M., & Porter, L. W. (1979). The measurement of organizational commitment. Journal of vocational behavior, 14(2), 224-247.
Mueller, C. W., & Price, J. L. (1990). Economic, psychological, and sociological determinants of voluntary turnover. Journal of behavioral economics, 19(3), 321-335.
Nart, S., & Batur, O. (2014). The relation between work-family conflict, job stress, organizational commitment and job performance: A study on Turkish primary teachers. European journal of research on Education, 2(2), 72-81.
Pada, A. T., Malik, A. J., & Amelia, L. H. (2021). Pembelajaran dari Kaizen Event di Masa Pandemi Covid 19: Studi Kasus pada Toyota Kalla, Indonesia. JMBI UNSRAT (Jurnal Ilmiah Manajemen Bisnis Dan Inovasi Universitas Sam Ratulangi)., 8(3). https://doi.org/10.35794/jmbi.v8i3.36021
Perryer, C., Jordan, C., Firns, I., & Travaglione, A. (2010). Predicting turnover intentions: The interactive effects of organizational commitment and perceived organizational support. Management Research Review, 33(9), 911-923.
Porter, L. W., Steers, R. M., Mowday, R. T., & Boulian, P. V. (1974). Organizational commitment, job satisfaction, and turnover among psychiatric technicians. Journal of applied psychology, 59(5), 603.Price, J. L. (2001). Reflections on the determinants of voluntary turnover. International Journal of manpower, 22(7), 600-624.
Pugliesi, K. (1999). The consequences of emotional labor: Effects on work stress, job satisfaction, and well-being. Motivation and emotion, 23, 125-154.
Raziq, A., & Maulabakhsh, R. (2015). Impact of working environment on job satisfaction. Procedia Economics and Finance, 23, 717-725.
Rhoades, L., Eisenberger, R., & Armeli, S. (2001). Affective commitment to the organization: the contribution of perceived organizational support. Journal of applied psychology, 86(5), 825.
Robinson, S. L. (1996). Trust and breach of the psychological contract. Administrative science quarterly, 574-599.
Singh, M. M., Amiri, M., & Sabbarwal, S. (2019). Role of job stress on job satisfaction. International Journal of Management Studies, 6(4), 57-60.
Spector, P. E. (1997). Job satisfaction: Application, assessment, causes, and consequences (Vol. 3). Sage.
Taheri, R. H., Miah, M. S., & Kamaruzzaman, M. (2020). Impact of working environment on job satisfaction. European Journal of Business and Management Research, 5(6).
Takase, M. (2010). A concept analysis of turnover intention: Implications for nursing management. Collegian, 17(1), 3-12.
Van Knippenberg, D., & Sleebos, E. (2006). Organizational identification versus organizational commitment: self‐definition, social exchange, and job attitudes. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 27(5), 571-584.
Vandenberg, R. J., & Nelson, J. B. (1999). Disaggregating the motives underlying turnover intentions: when do intentions predict turnover behavior?. Human relations, 52(10), 1313-1336.
Vroom, V. H. (1964). Work and motivation.
Yoon, J., & Thye, S. R. (2002). A dual process model of organizational commitment: Job satisfaction and organizational support. Work and occupations, 29(1), 97-124.
Yücel, İ. (2012). Examining the relationships among job satisfaction, organizational commitment, and turnover intention: An empirical study.
