Determinants of Turnover Intention: Job Satisfaction, Employee Retention, Work-Family Conflict and Organisational Commitment
This research aims to empirically examine the direct and indirect effects of Work-Family Conflict and Organizational Commitment on Turnover Intention, with Job Satisfaction and Employee Retention as mediating variables. The study employs a quantitative approach. The population comprises permanen...
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| Format: | Article |
| Language: | English |
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EconJournals
2024-10-01
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| Series: | International Review of Management and Marketing |
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| Online Access: | https://mail.econjournals.com/index.php/irmm/article/view/16979 |
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| author | Selvi Yona Sari Zefri Yenni M. Havidz Aima |
| author_facet | Selvi Yona Sari Zefri Yenni M. Havidz Aima |
| author_sort | Selvi Yona Sari |
| collection | DOAJ |
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This research aims to empirically examine the direct and indirect effects of Work-Family Conflict and Organizational Commitment on Turnover Intention, with Job Satisfaction and Employee Retention as mediating variables. The study employs a quantitative approach. The population comprises permanent employees of PT Bank Nagari in West Sumatra Tbk., with a sample size of 319 employees. The sampling method uses proportional sampling. The analysis method used is partial least squares (PLS) analysis with the SmartPLS application. The results indicate that organisational commitment significantly influences job satisfaction and employee retention. Furthermore, the work-family conflict impacts employee retention. Additionally, work-family conflict, job satisfaction, and employee retention have a significant partial effect on turnover intention. Employee retention mediates the relationship between work-family conflict and turnover intention. Similarly, job satisfaction mediates the relationship between organisational commitment and turnover intention. This research provides suggestions to Bank Nagari to increase employee commitment by providing better support and recognition to increase job satisfaction and employee retention. Then the company must implement policies that support balance between work and family to reduce conflict and increase employee retention.
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| format | Article |
| id | doaj-art-6d97c650d6a24e1db4de079c1c494082 |
| institution | Kabale University |
| issn | 2146-4405 |
| language | English |
| publishDate | 2024-10-01 |
| publisher | EconJournals |
| record_format | Article |
| series | International Review of Management and Marketing |
| spelling | doaj-art-6d97c650d6a24e1db4de079c1c4940822025-02-06T01:06:12ZengEconJournalsInternational Review of Management and Marketing2146-44052024-10-0114610.32479/irmm.16979Determinants of Turnover Intention: Job Satisfaction, Employee Retention, Work-Family Conflict and Organisational CommitmentSelvi Yona Sari0Zefri Yenni1M. Havidz Aima2Management Doctoral Student, Faculty of Economics and Business, Universitas Putra Indonesia YPTK Padang, IndonesiaFaculty of Economics and Business, Universitas Putra Indonesia YPTK Padang, IndonesiaFaculty of Economics and Business, Universitas Putra Indonesia YPTK Padang, Indonesia This research aims to empirically examine the direct and indirect effects of Work-Family Conflict and Organizational Commitment on Turnover Intention, with Job Satisfaction and Employee Retention as mediating variables. The study employs a quantitative approach. The population comprises permanent employees of PT Bank Nagari in West Sumatra Tbk., with a sample size of 319 employees. The sampling method uses proportional sampling. The analysis method used is partial least squares (PLS) analysis with the SmartPLS application. The results indicate that organisational commitment significantly influences job satisfaction and employee retention. Furthermore, the work-family conflict impacts employee retention. Additionally, work-family conflict, job satisfaction, and employee retention have a significant partial effect on turnover intention. Employee retention mediates the relationship between work-family conflict and turnover intention. Similarly, job satisfaction mediates the relationship between organisational commitment and turnover intention. This research provides suggestions to Bank Nagari to increase employee commitment by providing better support and recognition to increase job satisfaction and employee retention. Then the company must implement policies that support balance between work and family to reduce conflict and increase employee retention. https://mail.econjournals.com/index.php/irmm/article/view/16979Turnover Intention, Work-Family Conflict, Organizational Commitment, Job Satisfaction, Employee Retention |
| spellingShingle | Selvi Yona Sari Zefri Yenni M. Havidz Aima Determinants of Turnover Intention: Job Satisfaction, Employee Retention, Work-Family Conflict and Organisational Commitment International Review of Management and Marketing Turnover Intention, Work-Family Conflict, Organizational Commitment, Job Satisfaction, Employee Retention |
| title | Determinants of Turnover Intention: Job Satisfaction, Employee Retention, Work-Family Conflict and Organisational Commitment |
| title_full | Determinants of Turnover Intention: Job Satisfaction, Employee Retention, Work-Family Conflict and Organisational Commitment |
| title_fullStr | Determinants of Turnover Intention: Job Satisfaction, Employee Retention, Work-Family Conflict and Organisational Commitment |
| title_full_unstemmed | Determinants of Turnover Intention: Job Satisfaction, Employee Retention, Work-Family Conflict and Organisational Commitment |
| title_short | Determinants of Turnover Intention: Job Satisfaction, Employee Retention, Work-Family Conflict and Organisational Commitment |
| title_sort | determinants of turnover intention job satisfaction employee retention work family conflict and organisational commitment |
| topic | Turnover Intention, Work-Family Conflict, Organizational Commitment, Job Satisfaction, Employee Retention |
| url | https://mail.econjournals.com/index.php/irmm/article/view/16979 |
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