Job Stress and Intention to Quit: The Mediating Role of Job Satisfaction and Organizational Commitment

Abstract

Employee dissatisfaction with their jobs is mainly caused by stress at work, despite good organizational support information. Finally the intention to stop happened. The aim of this research is to find out how job stress and intention to quit relate to job satisfaction and organizational commitment, which act as mediators. Based on the results of distributing questionnaires, the research sample consisted of 170 respondents who worked from 17 four-star hotels in Surabaya and were selected using the Accidental Sampling technique. This research uses seventeen observation indicators and 51 items. In statistical data analysis, confirmatory factors are measured using structural equation modeling (SEM), and the Sobel test is used to test indirect effects, and hypothesis testing. The research results show that work stress has a negative and insignificant effect on intention to quit, and a positive and significant effect on job satisfaction and organizational commitment on intention to quit. These findings increase employee job satisfaction and commitment while reducing the intention to resign without the burden of work stress, thus indirectly supporting the positive and significant influence of work stress on the intention to quit. Based on the findings of this research it is recommended that employees working in four-star hotels are likely to continue contributing to the business without stress; Thus, management's goal in dealing with employee problems should be to reduce stress and increase employee comfort, and organizational commitment can be implemented and developed by the organization to reduce employee intentions to quit and continue working.

Keyword: job stress, job satisfaction, organizational commitment, intention to quit

DOI: 10.7176/EJBM/16-10-01

Publication date: December 30th 2024