Effect of Job Stress and Organizational Climate on Turnover Intention with Job Satisfaction as an Intervening Variable for Employees of STMIK STIE Mikroskil

Abstract

This study aims to determine the effect of job stress and organizational climate on turnover intention. In addition, this study also tries to prove whether job satisfaction can be used as an intervening variable in the research model. This type of research is a qualitative descriptive study. This research was conducted on the employees of STMIK STIE Mikroskil. The sample selection using proportional random sampling technique shows that the research sample is 95 people. The data analysis method used in this research is path analysis which is carried out with the help of SPSS software. The results showed that job stress and organizational climate have a positive and significant effect on employee job satisfaction at STMIK STIE Mikroskil. Job stress has no effect on turnover intention, while organizational climate has a positive and significant effect on turnover intention. Job satisfaction has no effect on turnover intention. Meanwhile, the intervening variable, namely job satisfaction, is not able to interview the effect of job stress and organizational climate on turnover intention of STMIK STIE Mikroskil employees. Keywords: Job Stress, Organizational Climate, Job Satisfaction, Turnover Intention.