The Role of Job Insecurity and Job Stress in Shaping Turnover Intentions: Insights from Employee Perspectives Banking in Jabodetabek
DOI:
https://doi.org/10.52218/ijbtob.v4i3.329Abstract
This study aims to analyze the influence of Job Insecurity and Job Stress on Turnover Intention among bank
employees in the Greater Jakarta area. In the context of the Job Demand-Resources theory, job uncertainty (Job
Insecurity) and job stress (Job Stress) are considered factors that can affect employees' intentions to leave the
company. The research method used was quantitative with a survey design, where data was obtained from 56
employees working at several banks in Greater Jakarta. Data processing was carried out using SmartPLS 3.0, with
the T test to test the hypothesis and bootstrapping analysis to test the significance of the relationship between the
variables. The results of the study show that both Job Insecurity and Job Stress have a significant positive influence
on Turnover Intention. This research provides important insights for companies to manage job uncertainty and
employee stress to reduce turnover intention. In the practical aspect, companies are advised to introduce policies that
can reduce uncertainty in work and provide better psychological support for employees, to prevent an increase in
turnover intention that adversely affects the organization. The impact of this study on company managers is significant,
as the management of job uncertainty and stress can affect employee retention and create a more productive work
environment. HR managers need to be more aware of the factors that can increase turnover intention and design
policies that emphasize job stability and employee well-being. The novelty of this study lies in the application of the
Job Demand-Resources model in the context of banks in the Greater Jakarta area, as well as the use of SmartPLS 3.0
to test the relationship between variables that contribute to the development of human resource theory and practice in
the banking industry
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