Pengaruh Job Insecurity dan Stres Kerja terhadap Intention To Quit Karyawan Hotel
Abstract
The purpose of this study was to determine the effect of job insecurity and work stress on intention to quit. This research was conducted at the Koa D'Surfer Canggu Hotel, Badung. The number of samples taken was 37 employees, with a saturated sampling technique method. Primary data collection was carried out using questionnaires and measurement of respondents' perceptions was carried out using a Likert scale consisting of five answer choices. The results of the respondents' answers were then used to test the validity and reliability of the instrument using validity and reliability tests. Before answering the hypothesis, first the classical assumption test is carried out and followed by multiple linear regression analysis. Based on the results of the analysis, it was found that job insecurity had a positive and significant effect on intention to quit, job stress had a positive and significant effect on intention to quit, and job insecurity and work stress simultaneously had a significant effect on intention to quit.
References
Ariansyah, R. (2019). Pengaruh Job Insecurity, Stres Kerja, Dan Kepuasan Kompensasi Terhadap Intention To Quit Karyawan Pt. Mandala Finance Tbk Cabang Idi. 5(1), 22–30. https://doi.org/10.31219/osf.io/7v5x3
Chan Yin-Fah, B., Foon, Y. S., Chee-Leong, L., & Osman, S. (2010). An Exploratory Study on Turnover Intention among Private Sector Employees. International Journal of Business and Management, 5(8). https://doi.org/10.5539/ijbm.v5n8p57
Chen, Z. X., & Francesco, A. M. (2000). Employee demography, organizational commitment, and turnover intentions in China: Do cultural differences matter? Human Relations, 53(6), 869–887. https://doi.org/10.1177/0018726700536005
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
Glissmeyer, M., Bishop, J. W., & Fass, R. D. (2007). Role conflict, role ambiguity, and intention to quit the organization: the case of law enforcement officers. 38th Southwest Decision Sciences Institute Annual Conference, 458–469.
Greenhalgh, L., & Rosenblatt, Z. (1984). Job Insecurity: Toward Conceptual Clarity. Academy of Management Review, 9(3), 438–448. https://doi.org/10.5465/amr.1984.4279673
Hanafiah, M. (2013). PT. Buma Desa Suaran kecamatan Sambaliung kabupaten Berau. Jurnal Psikoborneo, 1(3), 178–184. http://e-journals.unmul.ac.id/index.php/psikoneo/article/view/3329
Handoko, H. . (2015). Manajemen (Edisi 2.). Yogyakarta: BPFE.
Kekesi, E., & Agyemang, C. (2014). Perceived job insecurity and psychological distress: The moderating role of work values. International Journal of Management, Economics and Social Sciences (IJMESS), 3(1), 18–35.
Kreitner, R., & Kinicki, A. (2016). Perilaku Organisasi (Edisi 9). Jakarta: Salemba Empat.
Manurung, M. T., & Ratnawati, I. (2012). Analisis Pengaruh Stres Kerja dan Kepuasan Kerja Terhadap Turnover Intention Karyawan. Diponegoro Journal Of Manajement, 1, 1–13.
Mawei, R. (2016). Job Insecurity, Komitmen Organisasi, Kepuasan Dan Dampak Terhadap Turnover Intention. Jurnal Riset Dan Manajemen, 4(1), 17–32. https://media.neliti.com/media/publications/127918-ID-job-insecurity-komitmen-organisasi-karya.pdf
Nurfauzan, M. I., & Halilah, I. (2017). Pengaruh Job Insecurity Terhadap Turnover Intention. Jurnal Riset Bisnis Dan Investasi, 3(1), 98. https://doi.org/10.35697/jrbi.v3i1.550
Osibanjo, A. O., Oyewunmi, A. E., & Ojo, S. I. (2014). Career Development as a Determinant of Organizational Growth Modelling the Nigerian Banking Industry. American International Journal of Social Sciences, 3(7), 67–76. https://www.researchgate.net/publication/305954712_Career_Development_as_a_Determinant_of_Organizational_Growth_Modelling_the_Relationship_between_these_Constructs_in_the_Nigerian_Banking_Industry
Quick, J. C., & Henderson, D. F. (2016). Occupational stress: Preventing suffering, enhancing wellbeing. International Journal of Environmental Research and Public Health, 13(5), 1–11. https://doi.org/10.3390/ijerph13050459
Riana, I. G., Minarsari, M., & Piartini, P. S. (2020). Implikasi Job Insecurity Terhadap Kepuasan Kerja Dan Intention To Leaven To Leave. EKUITAS (Jurnal Ekonomi Dan Keuangan), 3(2), 206–225. https://doi.org/10.24034/j25485024.y2019.v3.i2.4069
Shofiah, I., Sunuharyo, B., & Ruhana, I. (2017). Pengaruh Stres Kerja Terhadap Kepuasan Kerja Dan Intention To Leave (Studi Terhadap Driver Pt Citra Perdana Kendedes Malang). Jurnal Administrasi Bisnis S1 Universitas Brawijaya, 44(1), 171–177.
Susilo, J., & Satrya, I. G. B. H. (2019). Pengaruh Kepuasan Kerja Terhadap Turnover Intention Yang Dimediasi Oleh Komitmen Organisasional Karyawan Kontrak. E-Jurnal Manajemen Universitas Udayana, 8(6), 3700. https://doi.org/10.24843/ejmunud.2019.v08.i06.p15
Sverke, M., Hellgren, J., & Näswall, K. (2002). No security: A meta-analysis and review of job insecurity and its consequences. Journal of Occupational Health Psychology, 7(3), 242–264. https://doi.org/10.1037/1076-8998.7.3.242
Waspodo, A. A., Handayani, N. C., & Paramita, W. (2013). Pengaruh Kepuasan Kerja dan Stres Kerja terhadap Turnover Intention pada Karyawan PT. Unitex di Bogor. Jurnal Riset Manajemen Sains Indonesia (JRMSI), 4(1), 97–115.
Yogi Pratiwi, I., & Ardana, I. (2015). Pengaruh Stres Kerja Dan Komitmen Organisasional Terhadap Intention To Quit Karyawan Pada Pt. Bpr Tish Batubulan. E-Jurnal Manajemen Universitas Udayana, 4(7), 241997.