Author:
Aliu Flokart,Kutllovci Enver
Abstract
Purpose
The purpose of this paper is to delve into the intricate link between job satisfaction and employees’ turnover intentions. To accomplish this, a detailed structural model was constructed, incorporating five essential constructs: job satisfaction, turnover intention, satisfaction with financial factors, satisfaction with non-financial factors and external factors.
Design/methodology/approach
The research used a questionnaire with 28 items based on established tools, focusing on five different constructs. The model’s validation involved applying structural equation modelling to 147 non-managerial employees in microfinance institutions.
Findings
The findings reveal a significant negative correlation between job satisfaction and turnover intention. Satisfaction with financial factors significantly outweighs satisfaction with non-financial factors in shaping job satisfaction. In addition, the impact of external factors on turnover intention was observed to be minimal and inconsequential.
Research limitations/implications
This review highlights the importance of investigating the moderating factors in the job satisfaction–turnover relationship, distinguishing between types of satisfaction and conducting longitudinal studies across diverse contexts. It notably presents a diverse range of recent findings in this field, emphasising the breadth of the results that have emerged in this area of research.
Practical implications
Understanding job satisfaction and turnover intention is crucial for microfinance institutions. By prioritising efforts to enhance job satisfaction through improved financial offerings and non-financial factors like a supportive work environment and opportunities for growth, organisations can effectively mitigate turnover rates and foster success.
Social implications
The study underscores the societal value of supportive work environments beyond just benefits and career opportunities. By understanding the external influences on employee satisfaction, organisations can contribute to building more decent workplaces and promote social well-being, while advocating for social considerations in organisational practices.
Originality/value
This paper uses a novel integrated model comprising five distinct constructs not previously used together. It stands among the pioneering works that not only elucidate the correlation between job satisfaction and turnover intention but also delineate the constituents of job satisfaction itself.
Reference82 articles.
1. The impact of human resource management practices and career satisfaction on employee’s turnover intention;Management Science Letters,2020
2. Developing a conceptual model to measure talent's turnover intention in tourism organisations of Saudi;International Journal of Organizational Analysis,2017
3. Psychological contract breach and organizational commitment in the Greek banking sector: the mediation effect of job satisfaction;Procedia – Social and Behavioral Sciences,2014
4. The influence of work-family conflict and job satisfaction on turnover intention with organizational commitment as a mediation variable in Bebek Tepi Sawah Employees Restaurant Ubud;International Journal of Current Science Research and Review,2024
5. The influence of job satisfaction and organizational commitment on turnover intention through job stress in inpatient nurses at Dr. Soetomo Hospital in Surabaya in the new normal era: (internal marketing review);Kurdish Studies,2024