Beruflich Dokumente
Kultur Dokumente
DOI: 10.5923/j.mm.20160606.03
1
Laboratory MIFMA, University Tahar Mouley, Saida, Algeria
2
University Tahar Mouley, Saida, Algeria/University Bechar, Algeria
Abstract The current research aims to knowing the relationship between Job Satisfaction, Organizational Commitment,
and Intent to Stay on Turnover Intention among sample of workers Departments of Transport -Saida-. Therefore, the
objective of practical side of the research is an attempt to know the impact of the analysis of Job Satisfaction and Turnover
Intention using the structural equations modeling (PLS approach). The study, after statistical treatment using SmartPLS3
program had shown a strong impact for Job Satisfaction on Turnover Intention by the existence of Organizational
Commitment, and Intent to Stay as intermediates variables.
Keywords Job Satisfaction, Organizational Commitment, Intent to Stay, Turnover Intention, PLS approach
Table (1). Questionnaire items and references 4.2.1. Study of Stability and Sincerity of the Form
Constructs Measurement Items References To check the trust and stability of the questionnaire,
JS1 Overall, I am pleased with my Cronbach Alpha is used, so its value was found 0.721. It
work. means that the coefficient of stability is good. In order to
JS2 Overall, I am satisfied in my check the trust, the square racing on Cronbach Alpha
current practice. Blau coefficient is entered and its value was found 0.849. Table
Job (1987),
Satisfaction JS3 My work in this practice has Susskind
(2) bellow clarifies this.
met my expectations. et al (2000) Table (2). Stability coefficient (Cronbach Alpha)
JS4 My current work situation is not
a major source of frustration in my Questions Number Cronbach Alpha
life.
16 0.721
OC1 I would accept almost any type
of job assignment in order to keep Source: Presented by Researchers Using SPSS v21 Outputs
working for this organization.
4.2.2. Sampling Design and Data Collection
OC2 I feel very little loyalty to this
organization. Bartol, K.
Sample characteristics were analysed in order to identify
OC3 I am proud to tell others that I (1979), the demographic variables, and how sample individuals are
organizational
am part of this organization. Mathieu divided according to each variable.
commitment
OC4 I talk up this organization to and Zajac
(1990) Table (3). Sample characteristics
my friends as a great organization to
work for. Percentage
Variable Category Frequencies
OC5 It would take very little (%)
chance in my present circumstances Male 24 48.0
to cause me to leave. Gender
Female 26 52.0
IS1 I plan to leave this organization Single 17 34.0
as Soon as possible.
Marital Status Married 29 58.0
IS2 Under no circumstances will I
voluntarily leave this organization Other 4 8.0
Before I retire. Gary A. From 20-29 6 12.0
intent to stay
Markowitz
IS3 I would be reluctant to leave From 30-39 26 52.0
this organization. Age From 40-49 13 26.0
IS4 I plan to stay at this
More Than 50
organization as long as possible. 5 10.0
Years
TO1 I often think about quitting my Primary Level 4 8,0
present job.
Educational Secondary Level 11 22,0
turnover TO2 I will probably look for a new Choi Sang Level University Level 30 60,0
intention job in the next year. Long
TO3 As soon as possible, I will High Studies 5 10,0
leave the organization. From 1-5 20 40,0
From 6-10 16 32,0
Years of From 11-15 5 10,0
4. Results and Discussion Experience From 16-20 4 8,0
More Than 20
4.1. Statistical Methods Used Years
5 10,0
Is the light of the objectives of the study and its hypotheses Less Than 20000 4 8,0
and the nature of variables, and the methods of measurement, Income Level From 20000-40000 44 88,0
a set of statistical method have been used, based on the More Than 40000 2 4,0
statistical package for social science (SPSS v21) in the entry
and processing of data collected from the form, and we used Source: Presented by Researchers Using SPSS v21 Outputs
Honesty coefficient and alpha Cronbach to verify the degree - As a result from the table (3) above, between 50
of stability and sincerity of the form. employees there are 48% male, 52% female. Most of them
are between 30-39 years old, 58% married, 34% single and
4.2. Applied Study most of them are university level (60%), also 40% of them
In this part of the study the problematic had been are new, they have from 1-5 years experience, their income
processed to test the hypotheses, and the applied study was between 20000-40000DA.
as follow:
Management 2016, 6(6): 198-202 201
4.2.3. Structural Equation Modeling (SEM) between Job Satisfaction and Organizational Commitment is
To examine the hypotheses, the PLS methodology was 0.671; it between Job Satisfaction and Intent to Stay is 0.727;
used with graphical representation of the model studied and it between Job Satisfaction and Turnover intention is -0.698;
outcomes of this study. it between Organizational Commitment and Intent to Stay is
0.686; it between Organizational Commitment and Turnover
intention is -0.690; and it between Intent to Stay and
Turnover intention is -0.877.
Table (6). Path Coefficients
Organizational
Job Satisfaction Intent to Stay
Commitment
Job Satisfaction
Organizational
0.671
Commitment
Intent to Stay 0.686
Turnover
-0.129 -0.783
intention
- From the table (6) above, its clear that the direct impact
of job satisfaction on organizational commitment is 0.671, of
Source: Presented by Researchers Using Smart PLS3 Outputs
organizational commitment on intent to stay is 0.686, of
Figure (2). Model of study and its output intent to stay on turnover intention is -0.783, of job
satisfaction on turnover intention is -0.129 and its a
Table (4). Quality Criteria
significant impact, so we accept the hypothesis H1: There
AVE
Composite R Cronbachs LV Index is a statistically significant effect of job satisfaction on
Reliability Square Alpha Values Turnover intention.
Job Satisfaction 0.713 0.907 0.862 3.213
Table (7). Indirect effects
Organizational
0.560 0.860 0.450 0.795 2.915
Commitment Organizational
Job Satisfaction
Commitment
Intent to Stay 0.756 0.924 0.471 0.890 2.987
Job Satisfaction
Turnover
0.800 0.923 0.777 0.876 3.025
intention Organizational Commitment
Source: Presented by Researchers Using Smart PLS3 Outputs Intent to Stay 0.460
Turnover intention -0.360 -0.537
- Its clear, from Table (4) above, that all average of
variation explained (AVE) are superior to 0.5 which Source: Presented by Researchers Using Smart PLS3 Outputs
expresses the quality of the suggested model; also the index
- Its clear, from the table (7) above, that the indirect
values (LV) are between 2 and 5 which confirm the quality
impact of job satisfaction on Intent to Stay is 0.460, of
of the model used.
Organizational Commitment on turnover intention is -0.537
Table (5). Latente Variable Correlation and -0.360 for job satisfaction on Turnover intention and its
significant and bigger than the direct what leads us to accept
Job Organizational Intent to Turnover
Satisfaction Commitment Stay intention
the hypothesis H2: There is a statistically significant
effect of job satisfaction on Turnover intention with the
Job
1 existence of Organizational Commitment and Intent to
Satisfaction
Stay as an intermediate variables.
Organizational
0.671 1
Commitment
Intent to Stay 0.727 0.686 1 5. Conclusions
Turnover
-0.698 -0.690 -0.877 1 From using Smart PLS3 software program, we found that:
Intention
- Job Satisfaction effects negatively and significantly on
Source: Presented by Researchers Using Smart PLS3 Outputs
turnover intention.
- Table (5) above clarifies that the coefficient of - With the existence of Organizational Commitment
correlation is significant: The coefficient of correlation and Intent to stay as intermediate variables, job
202 Souar Youcef et al.: The Impact of Job Satisfaction on Turnover Intention by the Existence of Organizational Commitment,
and Intent to Stay as Intermediates Variables Using approach PLS in Sample Worker Department of Transport Saida
Satisfaction effects negatively and significantly on Employees in Cheyyar Co-Operative Sugar Mills Ltd,
turnover intention. International Journal of Management Focus, July-September
2012, P.1.
- This study came to a result that Organizational
Commitment and Intent to stay are intermediate [4] Bhupinder Singh, P. K. Gupta, Sushila Venugopal:
variables between job satisfaction and turnover Organisational Commitment: Revisited, Journal Of The
intention and this is what goes a long with most of the Indian Academy Of Applied Psychology, January 2008, Vol.
34, No.1, P.57-58.
previous studies.
[5] Ruey-Dang, Kun-Ta Wunn, Yee-Chy Tseng : A Study Of The
Relationships Between Career Orientation, Achievement
6. Recommendations Motivation, Job Satisfaction, And Intention To Stay For
Auditors: Using Big Cpa Firms As An Example, Journal Of
An important recommendation of the study is that Business And Economics Research, Volume 1, Number 4,
P.120.
managers should take initiatives to increase job satisfaction
with a view to amplifying organizational commitment and [6] Amran Awang, Abdul Razak Amir, and Wirda Osman: Job
intent to stay as well as reducing turnover intentions of Behavioral Factors and Turnover Intention: A Case Study at
employees in their organizations. Sime Darby Property Limited, International Journal of
Advances in Management and Economics, vol.2, Issue 6,
Nov-Dec 2012, p.105.
In terms of future research directions, subsequent studies [11] Rong-Chang Jou, Chung-Wei Kuo, Mei-Ling Tang: A study
of job stress and turnover tendency among air traffic
should be attempted to investigate the relationships among
controllers: The mediating effects of job satisfaction,
job satisfaction, organizational commitment, intent to stay, Transporation Research part E 57, 2013, p.95-104.
and turnover intentions in different departments. Future
research would benefit from a large sample size, using a [12] Ihami Ycel: Examining the Relationships among Job
Satisfaction, Organizational Commitment, and Turnover
variety of samples. Intention: An Empirical Study, International Journal of
Business and Management; Vol. 7, No. 20; 2012.
[13] Md. Sahidur Rahman, Rana Karan and Md. Iftekhar Arif:
Investigating the Relationships among Job Satisfaction,
REFERENCES Organizational Commitment, and Turnover Intention: An
Empirical Study, SIU Journal of Management, Vol.4, No.1
[1] Brikend Aziri: Job Satisfaction: A Literature Review, (June, 2014), p.132.
Management Research and Practice Vol. 3 Issue 4 (2011)
P.77. [14] Nasyira. M. N, Othman. M, And Ghazali. H: Predictors Of
Intention To Stay For Employees Of Causal Dining
[2] Stefan Gaertner, J .Mack Robinson: structural determinants of Restaurant In Klang Valley Area, International Food
job satisfaction and organizational commitment in turnover Research Journal 21(3), 2014, P.863-871.
models, Human Resource Management Review, volume 9,
number 4, 1999, p.479. [15] Jen Hung Wang, Kuan Chen Tsai-Luo Jia Ru Lei, Im Fan
Chio-Sut Kam Lai: Relashionships Among Job Satisfaction,
[3] Dr. S. Poongavanam, V. Chandrasegaran, and A. Sundar: A Organizational Commitment And Turnover Intention:
Study on Work Motivation and Job Satisfaction are The Evidence From The Gambling Industry In Macau, Business
Determinants of Organisational Commitment among the And Management Studies, Vol 2, N1, March 2016.