Original Research

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

Anita Maharani, Dewi Tamara
SA Journal of Human Resource Management | Vol 22 | a2369 | DOI: https://doi.org/10.4102/sajhrm.v22i0.2369 | © 2024 Anita Maharani, Dewi Tamara | This work is licensed under CC Attribution 4.0
Submitted: 21 June 2023 | Published: 05 February 2024

About the author(s)

Anita Maharani, Department of Management, Faculty of Binus Business School, Bina Nusantara University, Jakarta, Indonesia
Dewi Tamara, Department of Management, Faculty of Binus Business School, Bina Nusantara University, Jakarta, Indonesia

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.


Keywords

occupational stress; work-life balance; turnover intentions; job satisfaction; pandemic; COVID-19

JEL Codes

L00: General; L29: Other; M54: Labor Management

Sustainable Development Goal

Goal 3: Good health and well-being

Metrics

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Total article views: 1248


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