##plugins.themes.academic_pro.article.main##

Abstract

Human resources have a major role in every activity of the company and are essential to support the success of the organization. It can be damaged directly by employee behavior of intention to turnover. The purpose of this study was to examine the effect of the ethical climate, job satisfaction and organizational commitment on turnover intention. The research method is quantitative with a cross-sectional survey design. Data analysis uses multiple linear regression test. Three hypothesis ware tests and the results showed that thare is a significant relationship between the ethical climate and turnover intention, job satisfaction has a significant relationship with turnover intention, also organizational commitment has a significant effect on the turnover intention of employees. To reduce the risk of turnover intention the company needs to take preventive steps by building a positive work ethic climate, providing rewards. Besides improving the working atmosphere, giving attention, respect, and appreciation to all employees without discriminating the status, expertise and educational background by providing equal opportunities in the promotion of career paths.

##plugins.themes.academic_pro.article.details##

References

  1. Agarwal, P., & Sajid, S. M. (2017). A study of job satisfaction, organizational commitment and turnover intention among public and private sector employees. Journal of Management Research, 17(3), 123–136.
  2. Ahn, M. K., Lee, M. H., Kim, H. K., & Jeong, S. H. (2015). Job satisfaction, organizational commitment and turnover intention among male nurses. Journal of Korean Academy of Nursing Administration, 21(2), 203–211.
  3. Aly, E., & Hashish, A. (2015). Relationship between ethical work climate and nurses ’ perception of organizational support , commitment , job satisfaction and turnover intent. 1–16.
  4. Amponsah-Tawiah, K., Annor, F., & Arthur, B. G. (2016). Linking commuting stress to job satisfaction and turnover intention: The mediating role of burnout. Journal of Workplace Behavioral Health, 31(2), 104–123.
  5. Cho, Y. J., & Song, H. J. (2017). Determinants of turnover intention of social workers: Effects of emotional labor and organizational trust. Public Personnel Management, 46(1), 41–65.
  6. Creswell W, J. (2014). Research Design, Qualitative, Quantitative and Mixed Methods Approaches (4th ed.). SAGE Publication, Inc.
  7. Demirtas, O., & Akdogan, A. A. (2015). The effect of ethical leadership behavior on ethical climate, turnover intention, and affective commitment. Journal of Business Ethics, 130(1), 59–67.
  8. Gatling, A., Kang, H. J. A., & Kim, J. S. (2016). The effects of authentic leadership and organizational commitment on turnover intention. Leadership & Organization Development Journal.
  9. Gupta, M., & Shaheen, M. (2017). Impact of work engagement on turnover intention: moderation by psychological capital in India. Business: Theory and Practice, 18, 136–143.
  10. Huang, W.-R., & Su, C.-H. (2016). The mediating role of job satisfaction in the relationship between job training satisfaction and turnover intentions. Industrial and Commercial Training.
  11. Hung, L.-M., Lee, Y.-S., & Lee, D.-C. (2018). The Moderating Effects Of Salary Satisfaction And Working Pressure On The Organizational Climate, Organizational Commitment To Turnover Intention. International Journal of Business & Society, 19(1).
  12. Hwang, J., & Chang, H. (2009). Work climate perception and turnover intention among Korean hospital staff. International Nursing Review, 56(1), 73–80.
  13. Ibrahim, M. G., Abdullah, H. H., & Kaliappen, N. (2016). Effect of job satisfaction on turnover intention: an empirical investigation on Nigerian banking industry. International Journal of Organizational & Business Exellence, 1(2), 1–8.
  14. Kim, W., & Hyun, Y. S. (2017). The impact of personal resources on turnover intention. European Journal of Training and Development.
  15. Lee, Y. H., & Chelladurai, P. (2018). Emotional intelligence, emotional labor, coach burnout, job satisfaction, and turnover intention in sport leadership. European Sport Management Quarterly, 18(4), 393–412.
  16. Lim, A. J. P., Loo, J. T. K., & Lee, P. H. (2017). The impact of leadership on turnover intention: The mediating role of organizational commitment and job satisfaction. Journal of Applied Structural Equation Modeling, 1(1), 27–41.
  17. Luz, C. M. D. R., de Paula, S. L., & de Oliveira, L. M. B. (2018). Organizational commitment, job satisfaction and their possible influences on intent to turnover. Revista de Gestão.
  18. Mathieu, C., Fabi, B., Lacoursière, R., & Raymond, L. (2016). The role of supervisory behavior, job satisfaction and organizational commitment on employee turnover. Journal of Management & Organization, 22(1), 113–129.
  19. Memon, M. A., Salleh, R., & Baharom, M. N. R. (2016). The link between training satisfaction, work engagement and turnover intention. European Journal of Training and Development.
  20. Mitonga-Monga, J. (2018). Ethical climate influences on employee commitment through job satisfaction in a transport sector industry. Journal of Psychology in Africa, 28(1), 15–20.
  21. Nazir, S., Shafi, A., Qun, W., Nazir, N., & Tran, Q. D. (2016). Influence of organizational rewards on organizational commitment and turnover intentions. Employee Relations.
  22. O’Sullivan, E., Rassel, G., Maureen, B., & Taliaferro, J. D. (2016). Research methods for public administrators. Taylor & Francis.
  23. Spector, P. E. (1997). Job satisfaction: Application, assessment, causes, and consequences (Vol. 3). Sage publications.
  24. Wang, G., & Ma, X. (2013). The effect of psychological climate for innovation on salespeople’s creativity and turnover intention. Journal of Personal Selling & Sales Management, 33(4), 373–387.