Effect of Extrinsic Job Satisfaction Hygiene Factors and Intrinsic Job Satisfaction Motivation on Turnover Intention
Abstract
The relationship between extrinsic job satisfaction and turnover intentions is significant in research concerning employee behavior and organizational dynamics. Outside satisfaction factors, commonly labeled as hygiene factors, significantly negatively impact employees' propensity to consider leaving their positions. This study examines (1) the correlation of extrinsic job satisfaction on turnover intention and (2) the negative effect of intrinsic job satisfaction on turnover intention. To test the hypothesis, this study used a quantitative correlational approach to determine the relationship between two or more variables. This research used a questionnaire of 120 respondents at the University of Muhammadiyah Magelang. Based on the data processing results, the first hypothesis testing shows that extrinsic job satisfaction negatively and significantly affects turnover intention (β = -0.267; t = -4.951; p = .000 <.005). The second hypothesis testing results show that intrinsic job satisfaction has a negative and significant effect on turnover intention (β = -.098; t = -2,677; p = .009 <.005).
Downloads
References
Adriaenssens, J., De Gucht, V., & Maes, S. (2015). Causes and consequences of occupational stress in emergency nurses, a longitudinal study. Journal of Nursing Management, 23(3), 346–358. https://doi.org/10.1111/jonm.12138
Ahmad, N. (2021). Islamic Work Ethics and Employees’ Turnover Intention: Modeling the Intrinsic Motivation as a Mediator. Pakistan Social Sciences Review, 5(I), 650–666. https://doi.org/10.35484/pssr.2021(5-i)49
Baylor KM. (2017). The Influence of Intrinsic and Extrinsic Job Satisfaction Factors and Affective Commitment on the Intention to Quit For Occupations Characterized By High Voluntary Attrition. Business and Entrepreneurship, 1(10), 1–107. Google Scholar
Faragher, E. B., Cass, M., & Cooper, C. L. (2005). The relationship between job satisfaction and health: A meta-analysis. Occupational and Environmental Medicine, 62(2), 105–112. https://doi.org/10.1136/oem.2002.006734
Fernet, C., Trépanier, S. G., Demers, M., & Austin, S. (2017). Motivational pathways of occupational and organizational turnover intention among newly registered nurses in Canada. Nursing Outlook, 65(4), 444–454. https://doi.org/10.1016/j.outlook.2017.05.008
Ferreira, R., Pereira, R., Bianchi, I. S., & da Silva, M. M. (2021). Decision factors for remote work adoption: Advantages, disadvantages, driving forces and challenges. Journal of Open Innovation: Technology, Market, and Complexity, 7(1), 1–24. https://doi.org/10.3390/joitmc7010070
Fleig-Palmer, M. M., & Rathert, C. (2015). Interpersonal mentoring and its influence on retention of valued health care workers: The moderating role of affective commitment. Health Care Management Review, 40(1), 56–64. https://doi.org/10.1097/HMR.0000000000000011
Gabel Shemueli, R., Dolan, S. L., Suárez Ceretti, A., & Nuñez del Prado, P. (2016). Burnout and Engagement as Mediators in the Relationship between Work Characteristics and Turnover Intentions across Two Ibero-American Nations. Stress and Health, 32(5), 597–606. https://doi.org/10.1002/smi.2667
Gillis, D. A. (2004). Manajemen: Suatu Pendekatan Sistem. Edisi keTiga. W.B. Saunder Company. Google Scholar
Han, S. J., Bonn, M. A., & Cho, M. (2016). The relationship between customer incivility, restaurant frontline service employee burnout and turnover intention. International Journal of Hospitality Management, 52, 97–106. https://doi.org/10.1016/j.ijhm.2015.10.002
Hellman, C. M. (1997). Job satisfaction and intent to leave. Journal of Social Psychology, 137(6), 677–689. https://doi.org/10.1080/00224549709595491
Holtom, B. C., Mitchell, T. R., Lee, T. W., & Inderrieden, E. J. (2005). Shocks as causes of turnover: What they are and how organizations can manage them. Human Resource Management, 44(3), 337–352. https://doi.org/10.1002/hrm.20074
Hom, P. W., Lee, T. W., Shaw, J. D., & Hausknecht, J. P. (2017). One hundred years of employee turnover theory and research. Journal of Applied Psychology, 102(3), 530–545. https://doi.org/10.1037/apl0000103
Kalisch, B., & Lee, K. H. (2014). Staffing and job satisfaction: Nurses and nursing assistants. Journal of Nursing Management, 22(4), 465–471. https://doi.org/10.1111/jonm.12012
Kirk-Brown, A., & Van Dijk, P. (2016). An examination of the role of psychological safety in the relationship between job resources, affective commitment and turnover intentions of Australian employees with chronic illness. International Journal of Human Resource Management, 27(14), 1626–1641. https://doi.org/10.1080/09585192.2015.1053964
Korompeli, A., Muurlink, O., Tzavara, C., Velonakis, E., Lemonidou, C., & Sourtzi, P. (2014). Influence of Shiftwork on Greek nursing personnel. Safety and Health at Work, 5(2), 73–79. https://doi.org/10.1016/j.shaw.2014.03.003
Kunie, K., Kawakami, N., Shimazu, A., Yonekura, Y., & Miyamoto, Y. (2017). The relationship between work engagement and psychological distress of hospital nurses and the perceived communication behaviors of their nurse managers: A cross-sectional survey. International Journal of Nursing Studies, 71, 115–124. https://doi.org/10.1016/j.ijnurstu.2017.03.011
Lu, C., Shih, Y.-Y., & Chen, Y.-L. (2013). Effects of Emotional Labor and Job Satisfaction on Organizational Citizenship Behaviors: a Case Study on Business Hotel Chains. International Journal of Organizational Innovation, 5(April 2013), 165–177. Google Scholar
Malinda, V. A., & Kustini, K. (2021). Pengaruh Kepuasan Kerja Terhadap Turnover Intention Dengan Komitmen Organisasi Sebagai Variabel Intervening. Jurnal Ilmiah Muqoddimah: Jurnal Ilmu Sosial, Politik Dan Hummanioramaniora, 6(1), 11. https://doi.org/10.31604/jim.v6i1.2022.11-18
Mangkunegara, A. P. (2006). Evaluasi Kinerja Sumber Daya Manusia, Cetakan Pertama. Refika Aditama. Google Scholar
Mark C Hand. (2010). The Influence Of Intrinsic And Extrinsic Job Satisfaction Factors And Affective Commitment On The Intention To Quit For Occupations Characterized By High Voluntary Attrition. In Business Intelligence Journal (Vol. 1, Issue 3404479, pp. 100–107). Nova Southeastern University. Google Scholar
Masripah. (2016). Pengaruh Kepuasan Kerja Terhadap Komitmen Afektif, Komitmen Normatif dan Komitmen Kontinuan Karyawan Pada Perusahaan Swasta. Jurnal Ekonomi Perusahaan, 23(1), 84–106. https://doi.org/10.46806/jep.v23i1.222
Munandar. (1991). Psikologi Industri dan Organisasi. UI Press. Google Scholar
Robbins, S. P., & Judge, T. A. (2022). Perilaku Organisasi. Perilaku Organisasi, 16. https://doi.org/10.52931/t4b6/2022
Salanova, M., Agut, S., & Peiró, J. M. (2005). Linking Organizational Resources and Work Engagement to Employee Performance and Customer Loyalty: The Mediation of Service Climate. Journal of Applied Psychology, 90(6), 1217–1227. https://doi.org/10.1037/0021-9010.90.6.1217
Thibaud, B. M. (2017). Job openings, hires, and separations rise, but at a slower pace, in 2016. Monthly Labor Review, 2017(8). https://doi.org/10.21916/mlr.2017.20
Vander Elst, T., Cavents, C., Daneels, K., Johannik, K., Baillien, E., Van den Broeck, A., & Godderis, L. (2016). Job demands–resources predicting burnout and work engagement among Belgian home health care nurses: A cross-sectional study. Nursing Outlook, 64(6), 542–556. https://doi.org/10.1016/j.outlook.2016.06.004
Wang, S., & Liu, Y. (2015). Impact of professional nursing practice environment and psychological empowerment on nurses’ work engagement: Test of structural equation modelling. Journal of Nursing Management, 23(3), 287–296. https://doi.org/10.1111/jonm.12124
Copyright (c) 2023 Rohmawan Adi Pratama, Muhammad Japar, Purwati Purwati, Filda Khoirun Nikmah, Ignatius Soni Kurniawan
This work is licensed under a Creative Commons Attribution 4.0 International License.
Authors who publish with this journal agree to the following terms:
1) Authors retain copyright and grant the journal the right to first publication, with the work simultaneously licensed under the Creative Commons Attribution that allows the sharing of articles published with the acknowledgement of authorship and the initial publication in this magazine.
2) The authors are authorized to make additional contracts separately for distribution of the version of the work published in this journal (for example, publication in an institutional repository or as a chapter of the book), as long as there is recognition of authorship and initial publication in this journal.
3) Authors are authorized and encouraged to publish and distribute their work online (for example, in institutional repositories or on their personal pages) at any time before or during the editorial process, as it increases the impact and reference of the published work.
