The occupational stress and work-life balance on turnover intentions with job satisfaction as mediating

Abstract

Orientation: In today’s work culture, occupational stress has emerged as a widespread issue affecting workers in many industries, notably in the financial sector, and it was critical during the COVID-19 pandemic.

Research purpose: This study aims to investigate how work-life balance and occupational stress affect turnover intentions, with job satisfaction serving as a mediator.

Motivation for the study: The phenomena of occupational stress and work-life balance in financial services industry are related to turnover intentions.

Research approach/design and method: The data were collected using a quantitative method by distributing questionnaires to 900 employees in financial services industry in Indonesia. The Partial Least Squares Structural Equation Modelling was used to analytically analyse the data and test the hypotheses from the 427 returned and qualified questionnaires.

Main findings: The findings indicate that there is no direct correlation between occupational stress with the turnover intentions, but there is a direct correlation between work-life balance and turnover intentions. The job satisfaction negatively mediates the relationship between work-life balance and turnover intentions.

Practical/managerial implications: This study reveals that during the COVID-19 pandemic, occupational stress did not influence the turnover intentions, which is contrary to previous studies. However, occupational stress and work-life balance do not influence the turnover intentions but influence the job satisfaction.

Contribution/value-add: This study provides a broad point of view concerning the relationship model of turnover intentions. Human resource professionals (HRPs) could reap the benefits provided from the outcome of this study as a study for their following findings.