Professional Turnover Intention in Indonesia: Perceived Effects of Organizational Support, Burnout, and Organizational Justice

Abstract

The importance of this research, which is sourced from several relevant references, states that the turnover rate from all sectors, both public and private, (Mercer, 2019) especially the banking sector experienced high turnover or resignation. Therefore, the researcher proposes the factors that become the main consideration of employees acting on the intention to move or leave. Indicated these factors are perceived organizational support or supervisor support, burnout (high stress, emotional stress, depersonalization, reduced personal achievement, procedural justice, distributive justice, and interpersonal justice). Perceptions of organizational support, burnout, and organizational justice on professional turnover intention in Indonesia. The design of this study uses a quantitative approach. The method of determining the sample uses professionals working in the Indonesia area using the purposive sampling technique which will be analyzed using the SEM-PLS method. The findings of this research model are that the perception of negative support has a negative effect on the intention to move, saturation has a positive effect on the intention to move, and organizational justice has an effect on the intention to move.

Keywords: burnout, organizational justice, perceived organizational support, turnover intention.

DOI: 10.7176/JRDM/89-05

Publication date: November 30^th 2022