Moderating Impact of Internal communication on the relationship between Job stress and Intention to Leave: An emperical study on front office public sectors
Abstract
The purpose of this study was to determine the moderating impact of internal communication on the relationship between work stress and employee intention to leave the company. The framework proposed in this study was to study the impact of occupational stress factors on employee intentions to leave work, especially for front-line employees at several public sector companies. Data were collected from 125 front office employees. Data on internal communications, and how they affect the relationship between work stress and their intentions of leaving the job, are collected using a questionnaire. Descriptive statistics were reported, followed by factor analysis, reliability analysis, Pearson correlation and hypothesis testing using hierarchical multiple regression. These findings can be used by companies or company management to take the necessary approaches to reduce high turnover rates in their companies.
Keywords
Full Text:
PDF (Bahasa Indonesia)References
Abualrub, R. F., & Al-Zaru, I. M. (2008). Job stress, recognition, job performance and intention to stay at work among Jordanian hospital nurses. Journal of Nursing Management, 16(3), 227–236. https://doi.org/10.1111/j.1365-2834.2007.00810.x
Azeez, R. O. (2016). JOB SATISFACTION, TURNOVER INTENTION AND ORGANIZATIONAL COMMITMENT. BVIMSR’s Journal of Management Research, 8(2).
Basak, E., Ekmekci, E., Bayram, Y., & Bas, Y. (2013). Analysis of Factors That Affect the Intention to Leave of White-collar Employees in Turkey Using Structural Equation Modelling. Proceedings of the World Congress on Engineering and Computer Science 2013, II, 23–25. Retrieved from http://www.doaj.org/doaj?func=fulltext&aId=1970134
Calisir, F., Gumussoy, C. A., & Iskin, I. (2011). Factors affecting intention to quit among IT professionals in Turkey. Personnel Review, 40(4), 514–533. https://doi.org/10.1108/00483481111133363
Cao, L., Hirschi, A., & Deller, J. (2014). Perceived organizational support and intention to stay in host countries among self-initiated expatriates: The role of career satisfaction and networks. International Journal of Human Resource Management, 25(14), 2013–2032. https://doi.org/10.1080/09585192.2013.870290
Chen, M. F., Lin, C. P., & Lien, G. Y. (2011). Modelling job stress as a mediating role in predicting turnover intention. Service Industries Journal, 31(8), 1327–1345. https://doi.org/10.1080/02642060903437543
Firth, L., Mellor, D. J., Moore, K. A., & Loquet, C. (2004). How can managers reduce employee intention to quit? Journal of Managerial Psychology, 19(2), 170–187. https://doi.org/10.1108/02683940410526127
Han, K., Trinkoff, A. M., & Gurses, A. P. (2015). Work-related factors, job satisfaction and intent to leave the current job among United States nurses. Journal of Clinical Nursing, 24(21–22), 3224–3232. https://doi.org/10.1111/jocn.12987
Hayes, B., Douglas, C., & Bonner, A. (2015). Work environment, job satisfaction, stress and burnout among haemodialysis nurses. Journal of Nursing Management, 23(5), 588–598. https://doi.org/10.1111/jonm.12184
Jiang, H., Ma, L., Gao, C., Li, T., Huang, L., & Huang, W. (2017). Satisfaction, burnout and intention to stay of emergency nurses in Shanghai. Emergency Medicine Journal, 34(7), 448–453. https://doi.org/10.1136/emermed-2016-205886
Labrague, L. J., Gloe, D. S., McEnroe-Petitte, D. M., Tsaras, K., & Colet, P. C. (2018). Factors influencing turnover intention among registered nurses in Samar Philippines. Applied Nursing Research, 39(March 2017), 200–206. https://doi.org/10.1016/j.apnr.2017.11.027
Leka, S., Griffiths, A., & Cox, T. (2004). Work Organization & Stress. Journal of Vocational Behavior, (3), 1–26. https://doi.org/9241590475 1729-3499
Lu, A. C. C., & Gursoy, D. (2016). Impact of Job Burnout on Satisfaction and Turnover Intention. Journal of Hospitality & Tourism Research, 40(2), 210–235. https://doi.org/10.1177/1096348013495696
Noor, S. (2008). Examining the Relationship between Work Life Conflict , Stress And Turnover Intentions among Marketing Executives in Pakistan. Journal of Business Ethics, 3(11), 93–102. https://doi.org/10.5539/ijbm.v3n11p93
Park, J., Yoon, S., Moon, S. S., Lee, K. H., & Park, J. (2017). The Effects of Occupational Stress, Work-Centrality, Self-Efficacy, and Job Satisfaction on Intent to Quit Among Long-Term Care Workers in Korea. Home Health Care Services Quarterly, 36(2), 96–111. https://doi.org/10.1080/01621424.2017.1333479
Ramamurthi, K., Vakilbashi, A., Zaleha, S., Rashid, A., & Mokhber, M. (2016). Impact of Job Stressors Factors on Employees ’ Intention to Leave Mediated by Job Engagement and Dispositional Factors, 6(3), 528–531.
Singh, M., & Raisoni, G. H. (2015). Effective Organization Communication. International Journal of Research and Development, III(Ii), 2279–73. Retrieved from http://ssrn.com/abstract=2580070%5Cnwww.ijrdonline.com
Siti Fatimah, M. (2008). Effects of communication on turnover intention : A case of hotel employees in Malaysia, (Effects of communication on turnover intention: A case of hotel employees in Malaysia), 1–79. Retrieved from http://lib.dr.iastate.edu/cgi/viewcontent.cgi?article=2193&context=etd
Teddlie, C., & Yu, F. (2007). Journal of Mixed Methods Research. https://doi.org/10.1177/2345678906292430
DOI: https://doi.org/10.36914/jak.v3i2.149
Refbacks
- There are currently no refbacks.
Copyright (c) 2018 Jurnal Administrasi dan Kesekretarisan
This work is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License.
Publisher STARKI @copyright