Employee Turnover Intention: The role of perceived organizational support and stress
- 10.2991/icebef-18.2019.98How to use a DOI?
- perceived organizational support; work stress; turnover intention
Managing turnover is quite difficult these days. Organizations competing with each other to hire the best available employees. They also need to keep their best performers from leaving. That is why organizations should identify their employee intention to leave. This study examines the relationships among perceived organizational support (POS), job stress, and turnover intention among plantation employees in Irian Province. Operating in remote area and facing cultural differences organization has its own challenges to manage their human resources. A total of 117 participants from various jobs in one organization participated. Job stress was found to be a mediator of the POS and turnover intention relations. Surprisingly, we found no significant relation of POS and turnover intention. However, the study found a positive relation between POS and job stress while job stress and turnover found to had a negative relationship. Results of the study suggest that organizations should provide enough support for their employees in order to reduce the level of stress which then would decrease the intention to leave.
- © 2019, the Authors. Published by Atlantis Press.
- Open Access
- This is an open access article distributed under the CC BY-NC license (http://creativecommons.org/licenses/by-nc/4.0/).
Cite this article
TY - CONF AU - Irni Yunita AU - Arif Partono Prasetio AU - Soeparwoto Dharmoputra AU - Samrotu Sa’adah PY - 2019/05 DA - 2019/05 TI - Employee Turnover Intention: The role of perceived organizational support and stress BT - Proceedings of the 1st International Conference on Economics, Business, Entrepreneurship, and Finance (ICEBEF 2018) PB - Atlantis Press SP - 451 EP - 457 SN - 2352-5428 UR - https://doi.org/10.2991/icebef-18.2019.98 DO - 10.2991/icebef-18.2019.98 ID - Yunita2019/05 ER -