Organizational commitment, job satisfaction, job stress, psychological contracts and turnover intentions: assessing the role of social support

The main objective of this study was to examine the relationship between jobsatisfaction and turnover intention, with social support as a moderating variable. Thenext objective is to examine the relationship betwe...

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Main Author:	Retno Dwiyanti
Format:	thesis
Language:	eng
Published:	2023
Subjects:	HD Industries Land use Labor
Online Access:	https://ir.upsi.edu.my/detailsg.php?det=9840
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id	oai:ir.upsi.edu.my:9840
record_format	uketd_dc
institution	Universiti Pendidikan Sultan Idris
collection	UPSI Digital Repository
language	eng
topic	HD Industries Land use Labor
spellingShingle	HD Industries Land use Labor Retno Dwiyanti Organizational commitment, job satisfaction, job stress, psychological contracts and turnover intentions: assessing the role of social support
description	<p>The main objective of this study was to examine the relationship between job</p><p>satisfaction and turnover intention, with social support as a moderating variable. The</p><p>next objective is to examine the relationship between psychological contracts and</p><p>turnover intention, with job satisfaction as a mediating variable. The relationship</p><p>between organizational commitment and job stress is also the aim of this study. A</p><p>quantitative approach with a survey method is used in this research. The population in</p><p>this study were salespersons at retail companies in Purwokerto Indonesia, amounting</p><p>to 979 people, and a total of 274 respondents were used as a sample in this study. The</p><p>instruments in this study consisted of an organizational commitment questionnaire, a</p><p>job satisfaction survey, a psychological contract scale, a work stress scale, a social</p><p>support scale, and a turnover intention questionnaire. The results showed that there was</p><p>a significant relationship between job satisfaction and turnover intentions with social</p><p>support as a moderating variable ( = 0.081; t = 2.266; p < .01). While the relationship</p><p>between psychological contracts and turnover intention with job satisfaction as a</p><p>mediating variable is not significant ( = -0.043; t = 1.142; p > .05). The next result is</p><p>that there is a significant relationship between organizational commitment,</p><p>psychological contract, and job stress with turnover intention. The results of this study</p><p>can be used by human resource managers to anticipate the exit of employees, especially</p><p>salespeople from the organization. Through psychological contracts, organizations are</p><p>more sensitive and understand how the expectations or desires of employees are in</p><p>accordance with their beliefs about the organization. Companies can increase support</p><p>from various parties to the sales force. The support felt by the salesperson from all</p><p>parties can result in job satisfaction so that the salesperson's desire to leave his job can</p><p>be avoided.</p>
format	thesis
qualification_name
qualification_level	Doctorate
author	Retno Dwiyanti
author_facet	Retno Dwiyanti
author_sort	Retno Dwiyanti
title	Organizational commitment, job satisfaction, job stress, psychological contracts and turnover intentions: assessing the role of social support
title_short	Organizational commitment, job satisfaction, job stress, psychological contracts and turnover intentions: assessing the role of social support
title_full	Organizational commitment, job satisfaction, job stress, psychological contracts and turnover intentions: assessing the role of social support
title_fullStr	Organizational commitment, job satisfaction, job stress, psychological contracts and turnover intentions: assessing the role of social support
title_full_unstemmed	Organizational commitment, job satisfaction, job stress, psychological contracts and turnover intentions: assessing the role of social support
title_sort	organizational commitment, job satisfaction, job stress, psychological contracts and turnover intentions: assessing the role of social support
granting_institution	Universiti Pendidikan Sultan Idris
granting_department	Fakulti Pembangunan Manusia
publishDate	2023
url	https://ir.upsi.edu.my/detailsg.php?det=9840
_version_	1794025760923582464
spelling	oai:ir.upsi.edu.my:98402024-02-21 Organizational commitment, job satisfaction, job stress, psychological contracts and turnover intentions: assessing the role of social support 2023 Retno Dwiyanti HD Industries. Land use. Labor <p>The main objective of this study was to examine the relationship between job</p><p>satisfaction and turnover intention, with social support as a moderating variable. The</p><p>next objective is to examine the relationship between psychological contracts and</p><p>turnover intention, with job satisfaction as a mediating variable. The relationship</p><p>between organizational commitment and job stress is also the aim of this study. A</p><p>quantitative approach with a survey method is used in this research. The population in</p><p>this study were salespersons at retail companies in Purwokerto Indonesia, amounting</p><p>to 979 people, and a total of 274 respondents were used as a sample in this study. The</p><p>instruments in this study consisted of an organizational commitment questionnaire, a</p><p>job satisfaction survey, a psychological contract scale, a work stress scale, a social</p><p>support scale, and a turnover intention questionnaire. The results showed that there was</p><p>a significant relationship between job satisfaction and turnover intentions with social</p><p>support as a moderating variable ( = 0.081; t = 2.266; p < .01). While the relationship</p><p>between psychological contracts and turnover intention with job satisfaction as a</p><p>mediating variable is not significant ( = -0.043; t = 1.142; p > .05). The next result is</p><p>that there is a significant relationship between organizational commitment,</p><p>psychological contract, and job stress with turnover intention. The results of this study</p><p>can be used by human resource managers to anticipate the exit of employees, especially</p><p>salespeople from the organization. Through psychological contracts, organizations are</p><p>more sensitive and understand how the expectations or desires of employees are in</p><p>accordance with their beliefs about the organization. Companies can increase support</p><p>from various parties to the sales force. The support felt by the salesperson from all</p><p>parties can result in job satisfaction so that the salesperson's desire to leave his job can</p><p>be avoided.</p> 2023 thesis https://ir.upsi.edu.my/detailsg.php?det=9840 https://ir.upsi.edu.my/detailsg.php?det=9840 text eng closedAccess Doctoral Universiti Pendidikan Sultan Idris Fakulti Pembangunan Manusia <p>Abarghouei, M. R., Sorbi, M. H., Abarghouei, M., Bidaki, R., & Yazdanpoor, S. (2016). A study of job stress and burnout and related factors in the hospital personnel of Iran. Electronic Physician, 8(7), 2625.</p><p></p><p>Abelson, M. A. (1987). Examination of avoidable and unavoidable turnover. 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