Enhance organizational climate

Oct 13, 2025 by magicalceylontours.com 149 views

The Effect of Work Stress and Organizational Climate on Turnover Intention with Job Satisfaction as an Intervening Variable in STMIK STIE MICROSKIL Employees

Introduction

In today's fast-paced and competitive work environment, employee turnover has become a significant concern for organizations worldwide. Turnover intention, which refers to an employee's willingness to leave their current job, can have severe consequences for an organization's productivity, morale, and overall success. Therefore, understanding the factors that contribute to turnover intention is crucial for organizations to develop effective strategies to retain their employees. This study aims to investigate the effects of work stress and organizational climate on turnover intention among STMIK STIE MICROSKIL employees, with job satisfaction as an intervening variable.

Methodology

This study employed a descriptive qualitative approach, using random proportional sampling techniques to select 95 respondents from STMIK STIE MICROSKIL employees. The analysis method applied was path analysis, with the help of SPSS software. The study aimed to reveal the effects that occur between work stress and organizational climate on employee intentions to stop (turnover intention) and to prove whether job satisfaction can act as an intervening variable in that context.

Results

The results of the study showed that work stress and organizational climate positively and significantly affect employee job satisfaction at STMIK STIE MICROSKIL. However, the work stress variable does not affect employee intention to stop, while the organizational climate shows a positive and significant impact on turnover intention. Interestingly, although job satisfaction functions as a provision for employees, this variable does not affect the intention to change work. Thus, job satisfaction as an intervening variable is unable to intervene in the influence between work stress and organizational climate on turnover intention.

Work Stress and Organizational Climate

Work stress often arises due to various demands faced by employees in the work environment, such as high targets, tight deadlines, and poor communication between colleagues or superiors. If not managed properly, stress can bring up dissatisfaction that continues in reducing work motivation. Meanwhile, the organizational climate includes an atmosphere and interpersonal relations in the workplace, which can support or complicate employee productivity.

Impact on Job Satisfaction

The results showed that the two factors - work and organizational climate - contributed to increasing job satisfaction. This indicates that even though there is pressure at work, the support of a positive work environment can help increase individual satisfaction. People tend to feel more satisfied if they are supported in their tasks, despite pressure.

Turnover Intention and Job Satisfaction

Interestingly, although job satisfaction is generally considered to affect the intention to survive at work, in the context of this research, job satisfaction does not directly affect turnover intention. This might indicate that other external factors, such as better career opportunities or problems outside of work, can influence the decision to leave work, regardless of the level of satisfaction that is felt.

Conclusion

Overall, this research provides important insights for management at STMIK STIE Mikroskil. By understanding that work stress and organizational climate can affect job satisfaction, management can formulate more effective strategies in improving the work environment. This is important to reduce turnover intention, where focus is not only on increasing job satisfaction but also on handling work stress and creation of organizational climate that supports employees to feel comfortable and committed.

Recommendations

Based on the findings of this study, the following recommendations are made:

Improve work environment: Management should focus on creating a positive work environment that supports employees to feel comfortable and committed.
Reduce work stress: Management should implement strategies to reduce work stress, such as providing training on time management, delegating tasks, and promoting work-life balance.
Enhance organizational climate: Management should focus on creating a positive organizational climate that promotes collaboration, communication, and teamwork among employees.
Develop retention strategies: Management should develop retention strategies that focus on increasing job satisfaction, reducing turnover intention, and improving employee engagement.

Limitations

This study has several limitations that should be acknowledged. Firstly, the study was conducted among STMIK STIE MICROSKIL employees, which may limit the generalizability of the findings to other organizations. Secondly, the study used a descriptive qualitative approach, which may not provide a comprehensive understanding of the complex relationships between work stress, organizational climate, job satisfaction, and turnover intention.

Future Research Directions

Future research should aim to investigate the effects of work stress and organizational climate on turnover intention in other organizations, using a more comprehensive and quantitative approach. Additionally, future research should explore the role of other factors, such as career opportunities, work-life balance, and employee engagement, in influencing turnover intention.

Conclusion

In conclusion, this study provides important insights into the effects of work stress and organizational climate on turnover intention among STMIK STIE MICROSKIL employees, with job satisfaction as an intervening variable. The findings of this study highlight the importance of creating a positive work environment, reducing work stress, and enhancing organizational climate to reduce turnover intention.
Frequently Asked Questions (FAQs) about the Effect of Work Stress and Organizational Climate on Turnover Intention

Q: What is the main objective of this study?

A: The main objective of this study is to investigate the effects of work stress and organizational climate on turnover intention among STMIK STIE MICROSKIL employees, with job satisfaction as an intervening variable.

Q: What is the significance of this study?

A: This study is significant because it provides insights into the factors that contribute to turnover intention, which is a major concern for organizations worldwide. By understanding the effects of work stress and organizational climate on turnover intention, organizations can develop effective strategies to retain their employees.

Q: What are the key findings of this study?

A: The key findings of this study are:

Work stress and organizational climate positively and significantly affect employee job satisfaction at STMIK STIE MICROSKIL.
The work stress variable does not affect employee intention to stop, while the organizational climate shows a positive and significant impact on turnover intention.
Job satisfaction does not directly affect turnover intention, indicating that other external factors may influence the decision to leave work.

Q: What are the implications of this study for management?

A: The implications of this study for management are:

Create a positive work environment that supports employees to feel comfortable and committed.
Implement strategies to reduce work stress, such as providing training on time management, delegating tasks, and promoting work-life balance.
Enhance organizational climate by promoting collaboration, communication, and teamwork among employees.
Develop retention strategies that focus on increasing job satisfaction, reducing turnover intention, and improving employee engagement.

Q: What are the limitations of this study?

A: The limitations of this study are:

The study was conducted among STMIK STIE MICROSKIL employees, which may limit the generalizability of the findings to other organizations.
The study used a descriptive qualitative approach, which may not provide a comprehensive understanding of the complex relationships between work stress, organizational climate, job satisfaction, and turnover intention.

Q: What are the future research directions?

A: Future research directions include:

Investigating the effects of work stress and organizational climate on turnover intention in other organizations, using a more comprehensive and quantitative approach.
Exploring the role of other factors, such as career opportunities, work-life balance, and employee engagement, in influencing turnover intention.

Q: What are the practical implications of this study for employees?

A: The practical implications of this study for employees are:

Employees should prioritize their well-being and seek support from their organization if they are experiencing work stress.
Employees should communicate openly with their managers and colleagues to create a positive work environment.
Employees should take advantage of opportunities for professional development and growth to enhance their job satisfaction and reduce turnover intention.

Q: What are the practical implications of this study for organizations?

A: The practical implications of this study for organizations are:

Organizations should prioritize creating a positive work environment that supports employees to feel comfortable and committed.
Organizations should implement strategies to reduce work stress and enhance organizational climate.
Organizations should develop retention strategies that focus on increasing job satisfaction, reducing turnover intention, and improving employee engagement.