Sokongan Organisasi dan Pengekalan Pekerja: Tekanan Kerja Sebagai Penyederhana
Organizational Support and Employee Retention: Work Stress as a Moderator
Keywords:
Pengekalan Pekerja, Tekanan Kerja, Sokongan Organisasi, PenyederhanaAbstract
Pengekalan pekerja amat penting dan perlu dititikberatkan bagi menjamin kelangsungan sesebuah organisasi. Kajian ini membincangkan peranan tekanan sebagai penyederhana dalam hubungan antara sokongan organisasi dengan hasrat untuk kekal dalam kalangan pekerja teknologi maklumat dan komunikasi. Objektif kajian ini dijalankan adalah bagi mengenal pasti tahap hasrat untuk kekal dalam kalangan pekerja dan menganalisis peranan tekanan kerja sebagai penyederhana dalam hubungan antara sokongan organisasi dengan hasrat untuk kekal dalam kalangan pekerja. Bagi mencapai objektif ini, borang soal selidik telah digunakan sebagai kaedah pengumpulan data dalam kajian ini dan telah diedarkan kepada 150 orang pekerja di sebuah jabatan kerajaan terpilih. Manakala kaedah analisis yang digunakan untuk menganalisis data adalah menggunakan skor min dan regresi. Data yang diperoleh diproses menggunakan perisian Statistical Package for the Social Science (SPSS) versi 23.0. Hasil kajian mendapati nilai skor min bagi pengekalan pekerja berada didalam tahap yang tinggi iaitu sebanyak 52% dan sederhana tinggi iaitu sebanyak 39.3%. Tekanan kerja didapati tidak menyumbang secara signifikan terhadap pengekalan pekerja (β=-0.067, p>0.05) namun sokongan organisasi menyumbang secara signifikan terhadap pengekalan pekerja (β=0.354, p<0.05). Tekanan kerja memainkan peranan sebagai faktor penyederhana (hubungan signifikan) dalam hubungan antara sokongan organisasi dan pengekalan pekerja (β=0.201, p<0.05). Kesimpulan daripada kajian ini mendapati tekanan kerja memainkan satu peranan iaitu sebagai faktor penyederhana (pure moderator). Ini menunjukkan tekanan kerja akan memberi kesan secara tidak langsung terhadap pengekalan pekerja.
Employee retention is very important and should be emphasized to ensure the survival of an organization. This study discusses the role of stress as a moderator in the relationship between organizational support and desire to remain among information and communication technology workers. The objective of this study was to identify the level of desire to remain among employees and analyze the role of work stress as a moderator in the relationship between organizational support and desire to remain among employees. To achieve this objective, a questionnaire was used as a data collection method in this study and was distributed to 150 employees in a selected government department. While the method of analysis used to analyze the data is to use mean scores and regression. The data obtained were processed using Statistical Package for the Social Science (SPSS) version 23.0. The results of the study found that the mean score value for employee retention was in a high level of 52% and moderately high of 39.3%. Work stress was found not to contribute significantly to employee retention (β = 0.067, p> 0.05) but organizational support contributed significantly to employee retention (β = 0.354, p <0.05). Work stress played a role as a moderating factor (significant relationship) in the relationship between organizational support and employee retention (β = 0.201, p <0.05). The conclusion from this study found that work stress plays a role as a moderating factor (pure moderator). This suggests work stress will have an indirect impact on employee retention.
Downloads
References
Afiq Hanif. (2018, Ogos 30). My Metro. Retrieved from Inovasi Merdeka: https://www.hmetro.com.my/itmetro/2018/08/372788/inovasimerdeka
Ahammad, M. F., Tarba, S. Y., Liu, Y. & Glaister, K. W. (2016). Knowledge transfer and cross-border acquisition performance: the impact of cultural distance and employee retention. International Business Review, 25, 66-75.
Aityan, S.K. & Gupta, T.K.P. (2011). Challenges of employee loyalty in corporate America. Business and Economics Journal, 55.
Akaba, A. (2006). Measuring service quality in the hotel industry: A study in a business hotel in Turkey. Hospitality Management, 25,178-192.
Alyaa Alhajri. (2019, Disember 22). Malaysia Kini. Retrieved from Sektor awam kehilangan pekerja tetap dan pencen: https://m.malaysiakini.com/news/4827
Amy E. Green, Christopher R. Dishop & Gregory A. Aarons. (2016). Organizational stress as moderator of relationship between mental health provider adaptability and organizational commitment. Psychiatric Services, 67(10), 1103-1108.
Asim Masood. (2013). Effects of job stress on employee retention: a study on banking sector of pakistan. International Journal of Scientific and Research Publication, 3, 29-39.
Baron, R. M. & Kenny, D. A. (1986). The moderator-mediator variable distinction in social psychological research: conceptual, strategic and statistical considerations. Journal of Personality and Social Psychology, 51(6), 1173-1182.
Bernama. (2019, April 12). Berita Harian Online. Pasaran Kerja Masa Depan Perlukan Kemahiran Teknologi. Retrieved from https://www.bharian.com.my/bisnes/lain-lain/2019/04/552171/pasaran-kerjamasa-depan-perlukan-kemahiran-teknologi
Bidisha L.D & Mukulesh B. (2013). Employee retention: a review of literature. IORS Journal of Business and Management, 14(2), 8-16.
Carlos Ramos-Galarza & Pamela Acosta-Rodas. (2018). Stress and productivity in workers of textile companies. Journal of Fashion Marketing and Management, 23(1), 17-19.
Chew, J. & Chan, C. C. A. (2008). Human resource practices, organizational commitment and intention to stay. International Journal of Manpower, 29(6): 503-522.
Christiane Bode, Jasjit Singh & Michelle Rogan. (2015). Corporate social initiatives and employee retention. Organization Science, 26(6), 1702-1720.
Christopher N. Arasanmi & Aiswarya Krishna. (2019). Employer branding: perceived organisational support and employee retention – the mediating role of organisational commitment. Industrial and Commercial Training, 51(3), 174-183.
Continue, A.E. & Edeh, F.O. (2015). Social intelligence and employee intention to stay. International Journal of Novel Research in Marketing Management and Economics, 2(1), 27-34.
Coombs, C. R. (2009). Improving retention strategies for IT professionals working in the public sector. Information and Management 46, 233-240.
D' Amator, A. & Herzfeldt, R. (2008). Learning orientation, organisation commitment and talent retention across generations. Journal of Managerial Psychology, 23(8), 929-953.
Ellenbecker, C. H. (2004). A theoretical model of job retention for home health care nurses. Journal of Advanced Nursing, 47(3), 303-310.
Eric Ng Chee Hong, Lam Zheng Hao, Ramesh Kumar, Charles Ramendran & Vimala Kadiresan. (2012). An Effectiveness of Human Resource Management Practices on Employee Retention in Institute of Higher learning: A Regression Analysis. International Journal of Business Research and Management, 3(2), 60-79.
Eisenberger, R., Huntington, R., Hutchison, S. & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71(3), 500-507.
Faizah Omar, Lau Too Kya, Phang Yook Ngor & Zainudin Awang. (2015). Statistic. Third Edition. Shah Alam: Oxford Fajar Sdn. Bhd.
Francis, A.U. (2014). Human resource management practices and employee retention in Nigeria’s manufacturing industries. International Journal of Scientific & Engineering Research, 5(2), 1741-1754.
Francis Cheung & Anise M.S. Wu. (2012). Older workers’ successful aging and intention to stay. Journal of Managerial Psychology, 28(6), 645-660.
Ghosh, K. & Sahney, S. (2011). Impact of the organizational sociotechnical system on managerial retention: a general linear modelling approach. Journal of Modelling in Management, 6(1), 33-59.
Ghosh, P., Satyawadi, R., Prasad Joshi, J. and Shadman, M. (2013). Who stays with you? Factors predicting employees’ intention to stay. International Journal of Organizational Analysis, 21(3), 288-312.
Gomes, E., Weber, Y., Brown, C., & Tarba, S.Y. (2011). Mergers, acquisitions and strategic alliances: Understanding the process. USA & UK: Palgrave Macmillan.
Hair, J.F., Black, W.C., Babin, B.J., & Anderson, R.E. (2010). Multivariate Data Analysis. Seventh Edition. Upper Saddle River, New Jersey: Prentice Hall.
Hazell, K.W. (2010). Job Stress, burnout, job satisfaction, and intention to leave among nurses employed in Hospital Setting in the State of Florida. Graduate-Level Student Theses, Dissertations, and Portfolios. 237.
Harun Yahya. (2019, Jan 20). BH Online. Retrieved from kaji punca stress kakitangan awam (CUEPACS): https://www.bharian.com.my/berita/nasional/2019/01/521912/kaji-punca streskakitangan-awam-cuepacs
Honore, J. (2009). Employee motivation. Consortium Journal of Hospitality & Tourism, 14(1), 63-75.
Johanim, J., Tan, F.Y., Zurina, A., Khulida, K.Y., & Mohamad, N.A. (2012). Promoting Employee Intention to Stay: Do Human Resource Management Practices Matter? International Journal of Economics and Management, 6(2), 396-416.
Katherine Rosenbusch, Leonard J. Cerny, & David R. Earnest. (2015). The impact of stressors during international assignments. Cross Cultural Management, 22, 405-430.
Kerlinger, F. N. (1986). Foundation of Behavioral Research. New York: Halt, Rimehartamd Winstorn.
Khulida Kirana Yahya, Johanim Johari, Zurina Adnan Mohd Faizal Mohd Isa & Zulkiflee Daud. (2006). Faktor yang mempengaruhi kesetiaan terhadap organisasi di kalangan penjawat awam. Jurnal Pembangunan Sosial, 9, 61-84.
Kundu, S.C. & Lata, K. (2017). Effects of supportive work environment on employee retention: the mediating role of organizational engagement. International Journal of Organizational Analysis, 25(4), 703-722.
Leena James & Lissy Mathew. (2012). Employee retention srategies: IT industry. SCMS Journal of Indian Management, 9, 78-87.
Marwa Gaber Ahmed Fahim. (2018). Strategic human resource management and public employee retention. Review of Economics and Political Science, 3(2), 20-39.
Maslach, C. & Jackson, S. E. (1981). The measurement of experienced burnout. Journal of Occupational Behaviour, 2, 99-113.
Md Lazim Mohd Zin, Faizuniah Pangil & Siti Zubaidah Othman. (2012). Peranan Tekanan Kerja sebagai Penyederhana dalam Hubungan antara Sokongan Organisasi dengan Pengekalan Pekerja. Jurnal Pengurusan, 36, 33-44.
Mello, J. A. (2011). Strategic Management of Human Resources. Canada: Nelson Education, Ltd.
Mohd Azis Ngah. (2019, Julai 7). BH Online. Retrieved from Siszawah B40 paling ramai menganggur: https://www.bharian.com.my/berita/nasional/2019/07/582258/eksklusifgraduan-siswazah-miskin-b40-sukar-dapat-kerja-setimpal
Mohd Iskandar Ibrahim. (2019, Julai 1). BH Online. Retrieved from Sektor pembuatan catat pemberhentian paling tinggi: https://www.bharian.com.my/berita/nasional/2019/07/579808/sektorpembuatan-catat-pemberhentian-pekerja-tertinggi
Mohd Zaky Zainuddin. (2018, Disember 12). Berita Harian Online. Bidang kejuruteraan, ICT dan Perniagaan antara paling dikehendaki. Retrieved from https://www.bharian.com.my/bisnes/lainlain/2018/12/508332/bidang-kejuruteraan-ict-dan perniagaan-antara-palingdikehendaki
Muduli, A. and Raval, D. (2018). Examining the role of work context, transfer design and transfer motivation on training transfer: perspective from an Indian insurance industry. European Journal of Training and Development, 42(3/4), 266-282.
Mutkins, E., Brown, R.F. & Thorsteinsson, E.B. (2011). Stress, depression, workplace and social supports and burnout in intellectual disability support staff. Journal of Intellectual Disability Research, 55(5), 500-512.
Muhammad Shakeel, A. & Umar, S. (2012). The Influence of Job Burnout on Intention to Stay in the Organization: Mediating Role of Affective Commitment. Journal of Basic Applied Science Research, 2(4), 4016-4025.
Muir, M.R. and Li, L. (2014), “What are the top factors that drive employee retention and are there demographic (gender, generation, ethnicity, geography, etc.) differences in these factors?”, Student works, ILR School, Cornell University, Spring.
Nor Liyana, M.B. & Mansor, A.T. (2010). Tekanan kerja, motivasi dan kepuasan kerja tentera laut Armada Tentera Laut Diraja Malaysia. Jurnal Kemanusiaan, 15, 46-62.
Nunnally, J. C., & Bernstein, I. H. (1994). Psychometric theory. Third edition. New York: Mc Graw Hill.
Nur Atiqah, A., Norsiah, A., Ahmad Khairy, A.D & Khairul Akmaliah, A. (2010). Faktor pengekalan pekerja dalam firma IT di Malaysia. Jurnal Teknologi Maklumat & Multimedia, 9, 15-30.
Paoline, E.A. & Lambert, E.G. (2012). The issue of control in jail: The effects of professionalism, detained control, and administrative support on job stress, job satisfaction, and organizational commitment among jail staff. American Journal of Crime and Justice, 37, 179-199.
Piyali, G. & Rachita, S. (2011). Who stays with you? Factors predicting employees’ intention to stay. International Journal of Organizational Analysis, 21(3), 288-312.
Puangpen Churintr. (2010). Perceived organisational culture, stress, and job satisfaction affecting on hotel employee retention: a comparison study between management and operational employees. Employment Relation Record, 10(2), 64-74.
Raghawan, V. V., Sakaguchi, T. & Mahaney, R. C. (2008). An empirical investigation of stress factors in information technology professionals. Information Resource Management Journal, 21(2), 38-62.
Raišienė, A.G.; Jonušauskas, S. (2013). Silent Issues of ICT Era: Impact of Technostress to The Work and Life Balance of Employees, Entrepreneurship and Sustainability Issues, 1(2), 108-115.
Rasidah, A. & Suryati, A.Z. (2010). Tanggapan sokongan organisasi, kepuasan kerja, komitmen dan kelakuan kewargaan organisasi pekerja: Peranan politik organisasi sebagai perantara. Jurnal Pengurusan, 31, 83-92.
Sharma, S., Durand, R. M. & Gur-Arie, O. (1981). Identification and analysis of moderator variables. Jounal of Marketing Research, 28, 291-300.
Stassen, M. A. & Ursel, N. D. (2009). Perceived organization support, career satisfaction and the retention of older workers. Journal of Occupational and Organizational Psychology, 82, 201-220.
Wilkinson, A. & Singh, G. (2010). Managing stress in the expatriate family: a case study of the state department of the United States of America. Public Personnel Management, 39(2), 169-181.
Yang, H., Ju, Y. & Lee, Y. (2016). Effects of job stress on self-esteem, job satisfaction, and turn over intention. Journal of Transnational Management, 21(1), 29-39.
Yozgat, U., Yurtkoru, S., & Bilginoglu, E. (2013). Job stress and job performance among employees in public sector in Istanbul: examining the moderating role of emotional intelligence. Social and Behaviour Sciences, 75, 518-524.
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2021 Journal of Management and Muamalah
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.
