The effect of perceived organizational support and organizational commitment on turnover intention: Mediated by job satisfaction
DOI:
https://doi.org/10.12928/fokus.v15i1.12562Abstract
Turnover intention is a serious challenge for companies to maintain quality human resources to help the company continue to achieve its goals. In analyzing turnover intention behavior, researchers formulate factors that include perceived organizational support, organizational commitment, and job satisfaction. This study uses the role of job satisfaction as a mediator to analyze the effect between perceived organizational support and organizational commitment on employee turnover intention. This study uses a quantitative approach and stratified random sample technique, the sample amounted to 165 employees of Narendra Dewa Yoga Company in Bengkulu City. Using Smart PLS version 4 software, the structural equation modeling partial least square technique was used to analyze the data. The findings state that perceived organizational support, organizational commitment, and job satisfaction negatively and significantly affect turnover intention. Perceived organizational support and organizational commitment positively and significantly affect job satisfaction. Job satisfaction can mediate the effect of perceived organizational support and organizational commitment on turnover intention. Therefore, companies can improve their practices by paying more attention to employees through programs that support employee welfare, recognition, and contribution. The company also needs to consider aspects that can enhance employee job satisfaction and create a more harmonious work atmosphere to foster employee loyalty and prevent turnover.
References
Abdullahi, M. S., Adieza, A., Arnaut, M., Nuhu, M. S., Ali, W., & Lawal Gwadabe, Z. (2024). Antecedents of employee performance through perceived organizational support: A moderating role of job satisfaction among employees of SMEs in an emerging economy. Journal of Organizational Effectiveness. https://doi.org/10.1108/JOEPP-01-2023-0014
Agegnehu, W., Abdissa, D., & Alemayehu, D. (2022). Confirmatory and exploratory factor analysis for validating Allen and Meyer organizational commitment questionnaire for health professionals in Ethiopia—Amharic Language. Journal of Healthcare Leadership, 14, 99–111. https://doi.org/10.2147/JHL.S364973
Ahmad, R., Nawaz, M. R., Ishaq, M. I., Khan, M. M., & Ashraf, H. A. (2023). Social exchange theory: Systematic review and future directions. Frontiers in Psychology, 13, 1–13. https://doi.org/10.3389/fpsyg.2022.1015921
Akgunduz, Y., & Sanli, S. C. (2017). The effect of employee advocacy and perceived organizational support on job embeddedness and turnover intention in hotels. Journal of Hospitality and Tourism Management, 31, 118–125. https://doi.org/10.1016/j.jhtm.2016.12.002
Albalawi, A. S., Naugton, S., Elayan, M. B., & Sleimi, M. T. (2019). Perceived organizational support, alternative job opportunity, organizational commitment, job satisfaction and turnover intention: A moderated-mediated model. Organizacija, 52(4), 310–324. https://doi.org/10.2478/orga-2019-0019
Alkhateri, A. S., Abuelhassan, A. E., Khalifa, G. S., Nusari, M., & Ameen, A. (2018). The Impact of perceived supervisor support on employees turnover intention: The Mediating role of job satisfaction and affective organizational commitment. International Business Management, 12(7), 477-492. https://doi.org/10.3923/ibm.2018.477.492
Andrade, C., & Neves, P. C. (2022). Perceived Organizational support, coworkers’ conflict and organizational citizenship behavior: The mediation role of work-family conflict. Administrative Sciences, 12(1). https://doi.org/10.3390/admsci12010020
Asghar, M., Tayyab, M., Gull, N., Zhijie, S., Shi, R., & Tao, X. (2021). Polychronicity, work engagement, and turnover intention: The moderating role of perceived organizational support in the hotel industry. Journal of Hospitality and Tourism Management, 49, 129–139. https://doi.org/10.1016/j.jhtm.2021.09.004
Ausar, K., Kang, H. J. A., & Kim, J. S. (2016). The effects of authentic leadership and organizational commitment on turnover intention. Leadership & Organization Development Journal, 37(2), 181-199. https://doi.org/10.1108/01437739199500003
Azeez, R. O., Jayeoba, F., & Adeoye, A. O. (2016). Job satisfaction, turnover intention, and organizational commitment. Journal of Management Research, 8(2), 102-14.
Babalola, S. S. (2016). The effect of leadership style, job satisfaction and employee-supervisor relationship on job performance and organizational commitment. Journal of Applied Business Research, 32(3), 935–946. https://doi.org/10.19030/jabr.v32i3.9667
Chan, S. H. J., & Ao, C. T. D. (2019). The mediating effects of job satisfaction and organizational commitment on turnover intention, in the relationships between pay satisfaction and work–family conflict of casino employees. Journal of Quality Assurance in Hospitality & Tourism, 20(2), 206-229. https://doi.org/10.1080/1528008X.2018.1512937
Chen, X., Ran, L., Zhang, Y., Yang, J., Yao, H., Zhu, S., & Tan, X. (2019). Moderating role of job satisfaction on turnover intention and burnout among workers in primary care institutions: A cross-sectional study. BMC Public Health, 19(1), 1–10. https://doi.org/10.1186/s12889-019-7894-7
Choudhary, V., & Saini, G. (2021). Effect of job satisfaction on moonlighting intentions: mediating effect of organizational commitment. European Research on Management and Business Economics, 27(1), 100137. https://doi.org/10.1016/j.iedeen.2020.100137
Cohen, G., Blake, R. S., & Goodman, D. (2016). Does turnover intention matter? Evaluating the usefulness of turnover intention rate as a predictor of actual turnover rate. Review of Public Personnel Administration, 36(3), 240–263. https://doi.org/10.1177/0734371X15581850
Cropanzano, R., Anthony, E. L., Daniels, S. R., & Hall, A. V. (2017). Social exchange theory: A critical review with theoretical remedies. Academy of Management Annals, 11(1), 479–516. https://doi.org/10.5465/annals.2015.0099
Ćulibrk, J., Delić, M., Mitrović, S., & Ćulibrk, D. (2018). Job satisfaction, organizational commitment and job involvement: The mediating role of job involvement. Frontiers in Psychology, 9, 1–12. https://doi.org/10.3389/fpsyg.2018.00132
De Simone, S., Planta, A., & Cicotto, G. (2018). The role of job satisfaction, work engagement, self-efficacy and agentic capacities on nurses’ turnover intention and patient satisfaction. Applied Nursing Research, 39, 130–140. https://doi.org/10.1016/j.apnr.2017.11.004
Duan, X., Ni, X., Shi, L., Zhang, L., Ye, Y., Mu, H., Li, Z., Liu, X., Fan, L., & Wang, Y. (2019). The impact of workplace violence on job satisfaction, job burnout, and turnover intention: The mediating role of social support. Health and Quality of Life Outcomes, 17(1), 1–10. https://doi.org/10.1186/s12955-019-1164-3
Dysvik, A., & Kuvaas, B. (2013). Perceived job autonomy and turnover intention: The moderating role of perceived supervisor support. European Journal of Work and Organizational Psychology, 22(5), 563–573. https://doi.org/10.1080/1359432X.2012.667215
Eisenberger, R., Stinglhamber, F., Vandenberghe, C., Sucharski, I. L., & Rhoades, L. (2002). Perceived supervisor support: Contributions to perceived organizational support and employee retention. Journal of Applied Psychology, 87(3), 565–573. https://doi.org/10.1037/0021-9010.87.3.565
Guzeller, C. O., & Celiker, N. (2020). Examining the relationship between organizational commitment and turnover intention via a meta-analysis. International Journal of Culture, Tourism, and Hospitality Research, 14(1), 102–120. https://doi.org/10.1108/IJCTHR-05-2019-0094
Hair, J. F., Howard, M. C., & Nitzl, C. (2020). Assessing measurement model quality in PLS-SEM using confirmatory composite analysis. Journal of Business Research, 109, 101–110. https://doi.org/10.1016/j.jbusres.2019.11.069
Hair, J. F., Risher, J. J., Sarstedt, M., & Ringle, C. M. (2019). When to use and how to report the results of PLS-SEM. European Business Review, 31(1), 2–24. https://doi.org/10.1108/EBR-11-2018-0203
Han, M., Håkansson, J., & Lundmark, M. (2019). Intra-urban location of stores and labour turnover in retail. International Review of Retail, Distribution and Consumer Research, 29(4), 359–375. https://doi.org/10.1080/09593969.2019.1591480
Hashish, E. A. A. (2017). Relationship between ethical work climate and nurses ’ perception of organizational support , commitment , job satisfaction and turnover intent. Nursing Ethics, 1–16. https://doi.org/10.1177/096973301559466
Herianto, F., & Yanuar, Y. (2021). Pengaruh perceived organizational support terhadap turnover intention dengan job satisfaction sebagai variabel mediasi pada PT. Bank MNC di Jakarta Pusat. Jurnal Manajerial Dan Kewirausahaan, 3(1), 82-88. https://doi.org/10.24912/jmk.v3i1.11290
Jawaad, M., Amir, A., Bashir, A., & Hasan, T. (2019). Human resource practices and organizational commitment: The mediating role of job satisfaction in emerging economy. Cogent Business and Management, 6(1). https://doi.org/10.1080/23311975.2019.1608668
Jolly, P. M., McDowell, C., Dawson, M., & Abbott, J. A. (2021). Pay and benefit satisfaction, perceived organizational support, and turnover intentions: The moderating role of job variety. International Journal of Hospitality Management, 95, 1–5. https://doi.org/10.1016/j.ijhm.2021.102921
Kim, D. K., Scott, P., Poghosyan, L., & Martsolf, G. R. (2024). Burnout, job satisfaction, and turnover intention among primary care nurse practitioners with their own patient panels. Nursing Outlook, 72(4), 102190. https://doi.org/10.1016/j.outlook.2024.102190
Kim, J., Song, H. J., & Lee, C. K. (2016). Effects of corporate social responsibility and internal marketing on organizational commitment and turnover intentions. International Journal of Hospitality Management, 55, 25–32. https://doi.org/10.1016/j.ijhm.2016.02.007
Kumar, M., Jauhari, H., Rastogi, A., & Sivakumar, S. (2018). Managerial support for development and turnover intention: Roles of organizational support, work engagement and job satisfaction. Journal of Organizational Change Management, 31(1), 135–153. https://doi.org/10.1108/JOCM-06-2017-0232
Kurtessis, J. N., Eisenberger, R., Ford, M. T., Buffardi, L. C., Stewart, K. A., & Adis, C. S. (2017). Perceived organizational support: A meta-analytic evaluation of organizational support theory. Journal of Management, 43(6), 1854–1884. https://doi.org/10.1177/0149206315575554
Labrague, L. J., McEnroe – Petitte, D. M., Tsaras, K., Cruz, J. P., Colet, P. C., & Gloe, D. S. (2018). Organizational commitment and turnover intention among rural nurses in the Philippines: Implications for nursing management. International Journal of Nursing Sciences, 5(4), 403–408. https://doi.org/10.1016/j.ijnss.2018.09.001
Le, H., Lee, J., Nielsen, I., & Nguyen, T. L. A. (2023). Turnover intentions: The roles of job satisfaction and family support. Personnel Review, 52(9), 2209–2228. https://doi.org/10.1108/PR-08-2021-0582
Li, X., Zhang, Y., Yan, D., Wen, F., & Zhang, Y. (2020). Nurses’ intention to stay: The impact of perceived organizational support, job control and job satisfaction. Journal of Advanced Nursing, 76(5), 1141–1150. https://doi.org/10.1111/jan.14305
Liu, W., Zhao, S., Shi, L., Zhang, Z., Liu, X., Li, L., Duan, X., Li, G., Lou, F., Jia, X., Fan, L., Sun, T., & 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), 1–11. https://doi.org/10.1136/bmjopen-2017-019525
Lu, Y., Hu, X. M., Huang, X. L., Zhuang, X. D., Guo, P., Feng, L. F., Hu, W., Chen, L., Zou, H., & Hao, Y. T. (2017). The relationship between job satisfaction, work stress, work-family conflict, and turnover intention among physicians in Guangdong, China: A cross-sectional study. BMJ Open, 7(5), 1–12. https://doi.org/10.1136/bmjopen-2016-014894
Luz, C. M. D. R., de Paula, S. L., & de Oliveira, L. M. B. (2018). Organizational commitment, job satisfaction and their possible influences on intent to turnover. Revista de Gestao, 25(1), 84–101. https://doi.org/10.1108/REGE-12-2017-008
Maan, A. T., Abid, G., Butt, T. H., Ashfaq, F., & Ahmed, S. (2020). Perceived organizational support and job satisfaction: A moderated mediation model of proactive personality and psychological empowerment. Future Business Journal, 6(1), 1–10. https://doi.org/10.1186/s43093-020-00027-8
Madden, L., Mathias, B. D., & Madden, T. M. (2015). The impact of perceived organizational support and positive relationships at work on turnover intentions. Management Research Review, 38(3), 242–263. https://doi.org/10.1108/MRR-09-2013-0228
Matsumoto, H., Hagiwara, Y., Yamamoto-Mitani, N., & Igarashi, A. (2024). Applying the relational job design theory to the retail industry: The association between perceived social impact and job satisfaction, turnover intention, and persistence. Health & Social Care in the Community, 2024(1). https://doi.org/10.1155/2024/5536949
Merdiana, C. V., & Gumelar, B. (2021). Pengaruh workplace bullying dan perceived supervisor support terhadap turnover intention. Jurnal Fokus Manajemen Bisnis, 11(2), 271. https://doi.org/10.12928/fokus.v11i2.3909
Neli, B., Graha, A. N., & Setyastuti, K. (2021). Pengaruh komitmen organisasional dan penlaian kinerja terhadap turnover intention karyawan pada PT. Bersama Mencapai Puncak. Jurnal Riset Mahasiswa Manajemen, 9(1). https://doi.org/10.21067/jrmm.v7i1.5391
Noblet, A. J., & Rodwell, J. J. (2009). Integrating job stress and social exchange theories to predict employee strain in reformed public sector contexts. Journal of Public Administration Research and Theory, 19(3), 555–578. https://doi.org/10.1093/jopart/mun019
Özkan, A. H. (2023). Organizational justice perceptions and turnover intention: A meta-analytic review. Kybernetes, 52(8), 2886–2899. https://doi.org/10.1108/K-01-2022-0119
Park, J. H., Newman, A., Zhang, L., Wu, C., & Hooke, A. (2016). Mentoring functions and turnover intention: The mediating role of perceived organizational support. International Journal of Human Resource Management, 27(11), 1173–1191. https://doi.org/10.1080/09585192.2015.1062038
Paul, G. D., & Hung, D. K. M. (2018). Human resource management practices and turnover intention: The mediating role of perceived organizational support in tertiary institutions in Nigeria. International Journal of Engineering & Technology, 7(3), 715–722. https://doi.org/10.14419/ijet.v7i3.25.17832
Pinnington, A., Mir, F. A., & Ai, Z. (2024). The significance of general skills training for early career graduates: Relationships with perceived organizational support, job satisfaction and turnover intention. European Journal of Training and Development, 48(7/8), 705-729. https://doi.org/10.1108/EJTD-01-2023-0002
Puhakka, I. J. A., Nokelainen, P., & Pylväs, L. (2021). Learning or leaving? Individual and environmental factors related to job satisfaction and turnover intention. Vocations and Learning, 14(3), 481–510. https://doi.org/10.1007/s12186-021-09275-3
Putri, E., & Anisa, F. (2022). Pengaruh kompensasi, kepuasan kerja, dan stres kerja terhadap turnover intention. Jurnal Fokus Manajemen Bisnis, 12(2), 194–205. https://doi.org/10.12928/fokus.v12i2.6665
Rawashdeh, A. M., & Tamimi, S. A. (2020). The impact of employee perceptions of training on organizational commitment and turnover intention: An empirical study of nurses in Jordanian hospitals. European Journal of Training and Development, 44(2–3), 191–207. https://doi.org/10.1108/EJTD-07-2019-0112
Satardien, M., Jano, R., & Mahembe, B. (2019). The relationship between perceived organisational support, organisational commitment and turnover intention among employees in a selected organisation in the aviation industry. South African Journal of Childhood Education, 17, 1–8. https://doi.org/10.4102/sajhrm.v17i0.1123
Schwepker Jr, C. H. (2001). Ethical climate's relationship to job satisfaction, organizational commitment, and turnover intention in the salesforce. Journal of business research, 54(1), 39-52. https://doi.org/10.1177/0954409716671550
Singh, S., Subramani, A. K., David, R., & Jan, N. A. (2024). Workplace ostracism influencing turnover intentions: Moderating roles of perceptions of organizational virtuousness and authentic leadership. Acta Psychologica, 243, 104136. https://doi.org/10.1016/j.actpsy.2024.104136
Tafolli, F., & Hameli, K. (2024). How should companies manage their employees’ emigration intentions? A serial mediation model. Industrial and Commercial Training, 56(3), 129–147. https://doi.org/10.1108/ICT-03-2024-0026
Tarigan, V., & Ariani, D. W. (2015). Empirical study relations job satisfaction, organizational commitment, and turnover intention. Advances in management and applied economics, 5(2), 21.
Tetteh, S., Wu, C., Opata, C. N., Asirifua Agyapong, G. N. Y., Amoako, R., & Osei-Kusi, F. (2020). Perceived organisational support, job stress, and turnover intention: The moderation of affective commitments. Journal of Psychology in Africa, 30(1), 9–16. https://doi.org/10.1080/14330237.2020.1722365
Thevanes, N., & Saranraj, Y. (2018). The impact of perceived organizational support on job satisfaction of academic staff. Asian Journal of Economics, Business and Accounting, 6(2), 1–8. https://doi.org/10.9734/ajeba/2018/39809
Valaei, N., & Rezaei, S. (2016). Job satisfaction and organizational commitment: An empirical investigation among ICT-SMEs. Management Research Review, 39(12), 1663–1694. https://doi.org/10.1108/MRR-09-2015-0216
Wang, X., Guchait, P., & Paşamehmetoğlu, A. (2020). Why should errors be tolerated? Perceived organizational support, organization-based self-esteem and psychological well-being. International Journal of Contemporary Hospitality Management, 32(5), 1987–2006. https://doi.org/10.1108/IJCHM-10-2019-0869
Wayne, S. J., Shore, L. M., & Liden, R. C. (1997). Perceived organizational support and leader-member exchange: A social exchange perspective. Academy of Management Journal, 40(1), 82–111. https://doi.org/10.2307/257021
Wombacher, J. C., & Felfe, J. (2017). Dual commitment in the organization: Effects of the interplay of team and organizational commitment on employee citizenship behavior, efficacy beliefs, and turnover intentions. Journal of Vocational Behavior, 102, 1–14. https://doi.org/10.1016/j.jvb.2017.05.004
Xu, Y., Jie, D., Wu, H., Shi, X., Badulescu, D., Akbar, S., & Badulescu, A. (2022). Reducing employee turnover intentions in tourism and hospitality sector: The mediating effect of quality of work life and intrinsic motivation. International Journal of Environmental Research and Public Health, 19(18). https://doi.org/10.3390/ijerph191811222
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. https://doi.org/10.1080/01900692.2015.1072217
Zhang, H., Shi, Y., & Teng, L. S. (2024). Exploring relationships of job satisfaction and burnout with turnover intention among chinese english language teachers. Asia-Pacific Education Researcher, 33(3), 587–601. https://doi.org/10.1007/s40299-023-00755-9
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2025 Dany Dzakwan Likardo, Praningrum Praningrum
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
Authors who publish with this journal agree to the following terms:Â
- Authors retain copyright and grant the journal right of first publication with the work simultaneously licensed under a Creative Commons Attribution License that allows others to share the work with an acknowledgment of the work's authorship and initial publication in this journal.
- Authors are able to enter into separate, additional contractual arrangements for the non-exclusive distribution of the journal's published version of the work (e.g., post it to an institutional repository or publish it in a book), with an acknowledgment of its initial publication in this journal.
- Authors are permitted and encouraged to post their work online (e.g., in institutional repositories or on their website) prior to and during the submission process, as it can lead to productive exchanges, as well as earlier and greater citation of published work (See The Effect of Open Access).
