The Influence of Job Satisfaction and Job Stress on the Desire to Resign Voluntarily
The aim of this study is to determine factor affecting job stress, job satisfaction, work engagement, and organisational commitment influence municipal council employees' desire to resign. A total of 209 valid responses collected. Hypotheses were tested through correlation and regression analytic procedures to predict and estimate the relationships between the variables. The findings showed that three out of four of the independent variables (job stress, job satisfaction and organisation commitment) had significant impact on the employees’ desire to resign. Some key conclusions emerged from the regression analysis. Firstly, there was important relationship between job stress, job satisfaction and employees’ desire to resign. Secondly, employees’ desire to resign could be related to organisational commitment. This indicates that high of job satisfaction do not reduce people's desire to leave their jobs, but lower organisational commitment has direct impact towards employees’ desire to resign.
Keywords: Job Satisfaction, Job Stress, Work Engagement, Desire to Resign
Ajaz, S., & Mehmood, B. (2015). Job Satisfaction as a Predictor of Female intent-to-quit. Evidence from commercial banks of Faisalabad, Pakistan. International Journal of Academic Research in Accounting, Finance and Management Sciences, 5(3), 158-166.
Alias, N. E., Rohmanan, N. H., Ismail, S., Koe, W. L., & Othman, R. (2018). Factors influencing turnover intention in a Malaysian manufacturing company. KnE Social Sciences, 771-787.
Azem, S., & Akhtar, N. (2014). Job Satisfaction and Organizational Commitment among Public Sector Employees Department of Management Sciences Department of Management Sciences Job Satisfaction. International Journal Business and Social Sciences, 5(7), 127-133.
Garg, K., Dar, I. A., & Mishra, M. (2018). Job satisfaction and work engagement: A study using private sector bank managers. Advances in Developing Human Resources, 20(1), 58-71.
Green, F. (2010). Well-being, job satisfaction and labour mobility. Labour Economics, 17(6), 897-903.
Hofaidhllaoui, M., & Chhinzer, N. (2014). The relationship between satisfaction and turnover intentions for knowledge workers. Engineering Management Journal, 26(2), 3-9.
Ismail, A., & Razak, M. R. A. (2016). Effect Of Job Satisfaction On Organizational Commitment. Management & Marketing Journal, 14(1).
Jackson, L. (2014). The work engagement and job performance relationship: Exploring the mediating effect of trait emotional intelligence. San José State University.
Judge, T. A., Zhang, S. C., & Glerum, D. R. (2020). Job satisfaction. Essentials of job attitudes and other workplace psychological constructs, 207-241.
Khairul Muzamir, M. (2020). Faktor yang mempengaruhi tekanan kerja dalam kalangan Penolong Pegawai Perubatan di Hospital Berpakar Negeri Selangor (Doctoral dissertation, Universiti Utara Malaysia).
Liu, W., Zhao, S., Shi, L., Zhang, Z., Liu, X., Li, L., & Ni, X. (2018). Workplace violence, job satisfaction, burnout, perceived organisational support and their effects on turnover intention among Chinese nurses in tertiary hospitals: a cross-sectional study. BMJ open, 8(6), e019525.
Mgiba, S. (2015). Job satisfaction and the intention to quit by employees in a steel manufacturing company in Gauteng (Doctoral dissertation).
Nyberg, A. (2010). Retaining your high performers: Moderators of the performance–job satisfaction–voluntary turnover relationship. Journal of applied psychology, 95(3), 440.
Pertiwi, N. S., & Piartrini, P. S. (2020). The Effect of Job Insecurity on Job Satisfaction and Intention to Quit, Case Employee of Indo China Service Company. American Journal of Humanities and Social Sciences Research, 4(6), 18-22.
Peterson, J. Z. (2009). Job stress, job satisfaction and intention to leave among new nurses (Doctoral dissertation).
Sang, K. J., Ison, S. G., & Dainty, A. R. (2009). The job satisfaction of UK architects and relationships with work‐life balance and turnover intentions. Engineering, Construction and Architectural Management.
Sekaran. (2006). Research Methods for Business: A skill building approach (4th ed.). US: Wiley
Schools, K. T. (2013). Teachers’ Challenges in Educating Special Children in Special Classes of Three Selected Primary Schools, Kuala Terengganu, Terengganu, Malaysia. Advances in Natural and Applied Sciences, 7(3), 284-291.
Sithiphand, C. (1983). Testing employee motivation based on Herzberg's motivation-hygiene theory in selected Thai commercial banks (Doctoral dissertation, Oklahoma State University).
Shamoo, A. E., & Resnik, D. B. (2009). Responsible conduct of research. Oxford University Press.
Sobaih, A. E. E., & Hasanein, A. M. (2020). Herzberg’s theory of motivation and job satisfaction: Does it work for hotel industry in developing countries?. Journal of Human Resources in Hospitality & Tourism, 19(3), 319-343.
Suryawan, I. G. R., Ardana, I. K., & Suwandana, I. G. M. (2021). Transformational leadership, work stress and turnover intention: the mediating role of job satisfaction. American Journal of Humanities and Social Sciences Research (AJHSSR), 5(1), 146-157.
Tahir, I. M., & Monil, M. (2015). Preliminary study of emotional intelligence and communication satisfaction on job performance: A study on Malaysian hotel industry. Journal of Human Capital Development (JHCD), 8(2), 75-82.
Tietjen, M. A., & Myers, R. M. (1998). Motivation and job satisfaction. Management decision.
Tran, K. T., Nguyen, P. V., Nguyen, T. D., & Ton, U. N. H. (2020). The impact of organisational commitment on the relationship between motivation and turnover intention in the public sector. International Journal of Innovation, Creativity and Change, 11(12), 1-25.
Yousef, D. A. (2017). Organizational commitment, job satisfaction and attitudes toward organizational change: A study in the local government. International Journal of Public Administration, 40(1), 77-88.
- There are currently no refbacks.
e-ISSN : 2289-8115 ISSN : 1985-7012