Konflik Kerja dan Stress Kerja dengan Efikasi Diri sebagai Variabel Moderasi terhadap Intention to Leave

Abstract

This study aims to determine work conflict and work stress moderated by self-efficacy on the intention to leave employees working in banking in North Sulawesi province. The sample consisted of 448 respondents, using SEM-PLS as an analysis tool. The study's findings indicate that work conflict affects work stress and self-efficacy, but does not affect the intention to leave. Work stress affects self-efficacy, but does not affect the intention to leave. Self-efficacy affects the intention to leave, work conflict affects the intention to leave through self-efficacy, and work stress affects the intention to leave through self-efficacy. Together, work conflict and work stress have an effect of 30.2% on self-efficacy. Then, work conflict, work stress, and self-efficacy affect the intention to leave by 45.2%. The results of this study indicate that although employees experience work conflict and work stress, it does not mean that they will leave their jobs. Based on the results of this study, banking management can manage work conflict and work stress well, thereby fostering a more positive work environment and reducing the desire of employees to leave their jobs.