ISSN: 2222-6990
Open access
This study aims to identify and analyze the factors that cause the turnover intention at PT. SDDM. The data collection techniques used in this study were questionnaires, interviews and observations. The respondents were 50 employees, all of which were the employees of PT. SDDM at the head office. The method used was the survey method with a descriptive analysis approach. The data processing techniques with the use of the path analysis model, the SmartPLS program and the hypothesis testing by comparing t statistics with t tables. The results of this study indicated that the job stress had no effect on the turnover intention at PT. SDDM, and the job satisfaction had no effect on the turnover intention at PT. SDDM. Meanwhile, the organizational culture which had a negative effect on the turnover intention at PT. SDDM showed that if there was an decrease in the organizational culture, the turnover intention would increase at PT. SDDM. This research suggests that PT. SDDM pay more attention to the organizational culture by creating the working culture and working environment, by appreciating, respecting employees at every opportunity and by providing positive feedbacks and rewards for the best-performance employees.
Alam, A., & Muhammad, A. (2019). Relationship between job satisfaction and turnover intention. International Journal of Human Resource Studies, 9(2), 163-194.
Anwar, G., & Inji, S. (2015). Job satisfaction and employee turnover intention: A case study of private hospital in Erbil International. Journal of Social Sciences & Educational Studies, 2(1), 2409-1294.
Arshadi, N., & Hojat, D. (2013). The relationship of job stress with turnover intention and job performance: Moderating role of OBSE. Elsevier Ltd Procedia - Social and Behavioral Sciences, 84, 706 – 710.
Bugis, M., Dedi, P. E. S., & Saparuddin. (2021). The effect of job involvement and work stress on turnover intention with organizational commitment as an intervening variable PT. Perkebunan Minanga Ogan. International Journal of Multicultural and Multireligious Understanding, 8(9), 421-431.
Habib, S., Saira, A., Amjad, H., Sana, Y., & Muhammad, I. (2014). The impact of organizational culture on job satisfaction, employees commitment and turnover intention. Advances in Economics and Business, 2(6), 215-222.
Hakim, A. L., Sudarmiatin, & Sutrisno. (2018). The effect of work stress on turnover intention with work satisfaction and commitment as intervening variable (study at PT Infomedia Solusi Humanika in Malang). European Journal of Business and Management, 10(12), 2222-2839.
Ibrahim, M. G., Haim, H., & Narentheren, K. (2016). Effect of job satisfaction on turnover intention: An empirical investigation on Nigerian banking industry. International Journal of Organizational & Business Execellence, 1(2), 2504-8589.
Kurniawaty, Mansyur, R., & Ramlawatib. (2019). The effect of work environment, stress, and job satisfaction on employees’ turnover intention. Management Science Letters, 9, 877–886.
Kwakye, & Osei, E. (2018). Organisational culture and employee turnover: Evidence from Ghana, Journal of Economics, Management and Trade, 21(2), 1-11.
Mitic, S., Jelena V., Terek, B. G., & Katarina, Z. (2016). Organizational culture and organizational commitment: Serbian case. Journal Of Engineering Management And Competitiveness (JEMC), 6(1), 21-27.
Mohyi, A. (2021). The effect of job satisfaction on turnover intention through organizational commitment as a mediation. Asia Pacific Journal of Management and Education (APJME), 4(3), 61-75.
Niguse, G. T. (2019). The effects of organizational culture on turnover intention: The mediating role of job satisfaction: A case of Oromia forest and wild life enterprise. African Journal of Business Management, 13(2), 82- 89.
Robbins, S. P., Timothy, A., & Judge. (2013). Organizational behavior (15th Ed.). Boston: Pearson.
Saeed, I., Waseem, M., Sikander, S., & Rizwan, M. (2014). The relationship of turnover intention with job satisfaction, job performance, leader member exchange, emotional intelligence and organizational commitment. International Journal of Learning dan Development, 4(2), 242-256.
Sopiah, & Etta, M. S. (2020). The effect of job stress on turnover intention through job satisfaction of government commercial bank employees. International Conference on Islam, Economy, and Halal Industry, 1(1), 66-82.
Srimindarti, C., Rachmawati, M. O., & Pancawati, H. (2017). Antecedents of job satisfaction and the influence on turnover intention. Jurnal Dinamika Manajemen, 8 (2), 177-187.
Suminto, & Adi. (2014). The effect of leadership style and motivation employee job satisfaction on ward in the district Citangkil Cilegon city – Indonesia. Scholarly Journal of Business Administration, 4(4), 113-123.
Wati, L. N. (2017). Metodologi penelitian bisnis terapan aplikasi SPSS, EVIEWS, Smart PLS, dan Amos. Mujahid Press: Bandung.
In-Text Citation: (Febrianti & Darda, 2022)
To Cite this Article: Febrianti, W., & Darda, A. (2022). The Effect of Job Stress, Job Satisfaction and Organizational Culture on Turnover Intention at Pt. Sddm. International Journal of Academic Research in Business and Social Sciences, 12(1), 2397–2410.
Copyright: © 2022 The Author(s)
Published by Human Resource Management Academic Research Society (www.hrmars.com)
This article is published under the Creative Commons Attribution (CC BY 4.0) license. Anyone may reproduce, distribute, translate and create derivative works of this article (for both commercial and non0-commercial purposes), subject to full attribution to the original publication and authors. The full terms of this license may be seen at: http://creativecommons.org/licences/by/4.0/legalcode