Pengaruh Iklim Organisasi dan Stress Kerja Terhadap Turnover Intention Melalui Kepuasan Kerja Karyawan Bank Di Wilayah Surabaya

Abstrak

The role of banking in the economy of a country is very large. Almost all sectors related to various financial activities always need bank services. Therefore both now and in the future we will not be separated from the world of banking. Surabaya as a metropolitan city and one of the largest cities in Indonesia, has a dense population and is a business opportunity for banks. The growth of banking services in Surabaya is expected to increase economic prosperity in Surabaya. This study aims to determine and explain the effect of organizational climate and work stress on turnover intention through job satisfaction in banking employees in Surabaya. This research is a type of causal research that uses a quantitative approach with a population of all banking employees in Surabaya, both permanent and contract employees at commercial/conventional and private banks, with a sampling technique using accidental sampling with a total sample of 90 employees. The statistical analysis used in this study is Structural Equation Modeling (SEM) with the help of SMART-PLS 4.0 software. The results of this study indicate that the organizational climate has a positive effect on the job satisfaction of banking employees in Surabaya, work stress has no effect on the job satisfaction of banking employees in Surabaya, job satisfaction has a negative effect on the turnover intention of banking employees in Surabaya, organizational climate has a negative effect on turnover banking employee intention in Surabaya, job stress has no effect on banking employee turnover intention in Surabaya, job satisfaction mediates the effect of organizational climate on banking employee turnover intention in Surabaya, job satisfaction does not mediate the effect of work stress on banking employee turnover intention in Surabaya. Research implies that companies are expected to be able to create a warm and harmonious and supportive atmosphere in the work environment, then provide rewards to employees so that employees feel comfortable and at home at work. Companies need to create a sense of fairness and objectivity in employees to increase job satisfaction. To reduce turnover intention, companies can implement policies that are not detrimental to the company and employees, for example paying attention to working hours so as not to cause stress because working hours are too high.

Keywords: Organizational Climate, Work Stress, Job satisfaction, Turnover intention