Predicting Intention to Quit by Work-life Balance through Work Satisfaction Among Career Women in Middle Management Position of BUMN Banking Sector in Indonesia
DOI:
https://doi.org/10.61841/x8x70y82Keywords:
Intention to Quit, Work-Life Balance, work satisfaction, Middle Management, Banking SectorAbstract
The purpose of this study is to obtain a description of the intention to quit by Work-life balance through work satisfaction among career women in the Middle Management Position of BUMN Banking Sector in Indonesia. The efforts of employees to leave the organization have an impact on the balance, effectiveness of organizational functions, and increase the potential loss due to the costs incurred. Applied Research uses a type of Descriptive Research and Verificative Explanation research with quantitative analysis designs. The research population is 203 career women in the Middle Management Position of BUMN Banking Sector. Descriptive hypothesis testing using statistical techniques Weighted Mean Score (WMS) and Cross-Tabulation, for verification research using Structural Equation Modeling (SEM) method analysis. The findings show the intention to quit can be predicted from Work-life balance through work satisfaction. Work-life balance plays an important role in increasing work satisfaction for career women who have Middle Management positions. Work satisfaction for women in Middle Management positions can reduce Intention to Quit by paying attention to the factors of work encountered, an award given by the company, a good working relationship between the managers and co-workers, and fair treatment from the company. Importance to ensure the balance of life and satisfaction to minimize Intention to Quit especially for career women who are married. Research respondents were limited to women at the management level in BUMN. This study has a value not only in the BUMN banking sector but also can be used for the private banking sector and other industries sectors, especially related to the company’s policies to lower the turnover rate of women employees. The study was only conducted in groups of women at the middle management level. Factors of cultural variation as confounding factors of research results are difficult for researchers to control.
Downloads
References
1. Ahuja, Chudoba, Kacmar, McKnight, & George. (2007). IT Road Warriors: Balancing Work-Family Conflict, Job Autonomy, and Work Overload to Mitigate Turnover Intentions. MIS Quarterly, 31(1),
2. Anafarta, 2015, Job Satisfaction as a Mediator between Emotional Labor and the Intention to Quit, International Journal of Business and Social Science Vol. 6, No. 2; pp 72-81
3. Arbuckle, J.L. (1996). Full information estimation in the presence of incomplete data. In G.A. Marcoulides & R.E. Schumacker [Eds.] Advanced structural equation modeling. Mahwah, New Jersey: Lawrence Erlbaum Associates.
4. Baruch, Y., Wordsworth, R., Mills, C., & Wright, S. (2015). Career and work attitudes of blue-collar workers , and the impact of a natural disaster chance event on the relationships between intention to quit and actual quit behaviour, 643
5. Bergiel, E. B., Clenney, B. F., Georgia, W., & Taylor, G. S. (2009). Human resource practices , job embeddedness and intention to quit, 32(3), 205–219.
6. Bretz,R.D.Jr., Boudreau,J.E., Judge,T.A (1994) Job and life attitudes of male executives (CAHRS Working Paper #93-13). Ithaca, NY: Cornell University, School of Industrial and Labor Relations, Center for Advanced Human Resource Studies..
7. Brown, S. P., & Peterson, R. A. (1993). Antecedents and Consequences of Salesperson Job Satisfaction: Meta-Analysis and Assessment of Causal Effects. Journal of Marketing Research, 30(1), 63–77.
8. Coomber, B., & Louise Barriball, K. (2007). Impact of job satisfaction components on intent to leave and turnover for hospital-based nurses: A review of the research literature. International Journal of Nursing Studies, 44(2), 297–314.
9. Cotton, J. L., & Tuttle, J. M. (1986). Employee Turnover: A Meta-Analysis and Review with Implications for Research. Academy of Management Review, 11(1), 55–70.
10. Dechawatanapaisal,D. (2018) Examining the relationships between HR practices, organizational job embeddedness, job satisfaction, and quit intention", Asia-Pacific Journal of Business Administration, Vol. 10 No. 2/3, pp. 130-148
11. Dugguh, S. I., &Ayaga, D. (2014). Job satisfaction theories: Traceability to Employee performance in organizations. Journal of Business and Management, 16(5), 11-18
12. Elangovan,A.R. (2001) "Causal ordering of stress, satisfaction and commitment, and intention to quit: a structural equations analysis", Leadership & Organization Development Journal, Vol. 22 Iss 4 pp. 159 – 165
13. Fang, Y., & Walker, A. (2015). “ Full-time wife ” and the change of gender order in the Chinese City.
The Journal of Chinese Sociology. 2;4.Springer
14. Fishbein, M., & Ajzen, I. (1975). Belief, Attitude, Intention, and Behavior: An Introduction to Theory and Research. Reading, MA: Addison-Wesley.
15. Fisher, G.G., Bulger, C.A., Smith,C.S.(2009) Beyond work and family: A measure of work/nonwork interference and enhancement. Journal of Occupational Health Psychology,Vol. 14, No. 4, 441– 456
16. Frone, M.R., Russell, M. Cooper M.L., (1992). Antecedents and outcomes of work-family conflict: Testing model of the work family interface, Journal of applied Psychology. 77(1). P.65-78.
17. Greenhaus, J.H dan Beutell, N.J .(1985). “Sources of conflict between work and family roles”, Dalam Academy of Management Review, Vol. 10. No.76-88.
18. Griffeth, R. W., Hom, P. W., & Gaertner, S. (2000). A Meta-Analysis of Antecedents and Correlates of Employee Turnover: Update, Moderator Tests, and Research Implications for the Next Millennium. Journal of Management, 26(3), 463–488.
19. Haque, A., Fernando, M., & Caputi, P. (2018). Responsible leadership, affective commitment and intention to quit: an individual level analysis", Leadership & Organization Development Journal, Vol. 40 No. 1, pp. 45-64
20. Hedman, B. K. (2016). Developing a Measure of Inclusiveness : Factors , Reliability , and Relationship to Job Satisfaction and Intention to Quit. Electronic Theses and Dissertations. University of Denver
21. Igbaria, M., & Guimaraes, T. (1999). Exploring Differences in Employee Turnover Intentions and Its Determinants among Telecommuters and Non-Telecommuters. Journal of Management Information Systems, 16(1), 147–164
22. Jang, J., & George, R. T. (2012). Understanding the influence of polychronicity on job satisfaction and turnover intention: A study of non-supervisory hotel employees. International Journal of Hospitality Management, 31(2), 588–595.
23. Kundu, S. C., & Gahlawat, N. (2015). Socially responsible HR practices and employees’ intention to quit: the mediating role of job satisfaction. Human Resource Development International, 1–20.
24. Lockwood , N. R. (2003). Work life balance : Challenges and solutions. HR Magazine, Vol 48, Iss 6, p S1, Society for Human Resource Management, Alexandria.
25. MacIntosh, E. W., & Doherty, A. (2010). The influence of organizational culture on job satisfaction and intention to leave. Sport Management Review, 13(2), 106–117.
26. Martin, P. Y. (2003). 2001 Sociologists for Women in Society Feminist Lecture “ Said And Done ” Versus “ Saying And Doing ” Gendering Practices , Practicing Gender at Work, 17(3), 342–366.
27. Mathis,R.L., Jackson,J.H.(2010) Human Resource Management. thirteenth edition. South-Western, Cengage Learning
28. Mor Barak, M. E., Nissly, J. A., & Levin, A. (2001). Antecedents to Retention and Turnover among Child Welfare, Social Work, and Other Human Service Employees: What Can We Learn from Past Research? A Review and Metanalysis. Social Service Review, 75(4), 625–661.
29. Omar,A. Davidson,M.J., (2001),"Women in management: a comparative cross-cultural overview", Cross Cultural Management: An International Journal, Vol. 8 Iss 3/4 pp. 35 – 67
30. Opie, T.J. (2011). Work Family Conflict and Work Engagement among Working Mothers : The Moderating Roles of Neuroticism and Conscientiousness. Minor dissertation of industrial psychology, Faculty of Management University of Johannesburg.
31. Rachman, F. Savitri, L. A., & Shohibuddin, M. (2009). Questioning pathways out of poverty: Indonesia as an illustrative case for the World Bank’s transforming countries. The Journal of Peasant Studies, 36(3), 621–627.
32. Redondo,R.,Sparrow,R. & Lechuga,G,H. (2019): The effect of protean careers on talent retention: examining the relationship between protean career orientation, organizational commitment, job satisfaction and intention to quit for talented workers, The International Journal of Human Resource Management .1-25
33. Robbins,S.P., Coulter,M.A. (2017). Management. New Jersey: Pearson. Education
34. Robbins,S.P., Judge,T. (2009) Organizational Behavior. 13 Three Edition, USA: Pearson International Edition, Prentice –Hall
35. Rode, J. C., Rehg, M. T., Near, J. P., & Underhill, J. R. (2007). The Effect of Work / Family Conflict on Intention to Quit : The Mediating Roles of Job and Life Satisfaction, 65–82. 6
36. Rouleau, D., Fournier, P., Philibert, A., Mbengue, B., & Dumont, A. (2012). The effects of midwives ’ job satisfaction on burnout , intention to quit and turnover : a longitudinal study in Senegal. Human Resources for Health . 10:9
37. Ruggles, S. (2015). Patriarchy , Power , and Pay : The Transformation of American Families ,. Demography. Demography. 52(6): 1797–1823.
38. Scott, K. D., Bishop, J. W., & Chen, X. (2003). An examination of the relationship of employee involvement with job satisfaction , employee cooperation , and intention to quit in US invested enterprise in China The International Journal of Organizational Analysis, Vol 11, No. 1, pp. 3–19
39. Sheerin, C., Linehan, M., Sheerin, C., & Linehan, M. (2018). Gender performativity and hegemonic masculinity in investment management", Gender in Management, Vol. 33 No. 7, pp. 561-57
40. Suadicani, P., Bonde, J. P., Olesen, K., & Gyntelberg, F. (2013). Job satisfaction and intention to quit the job. Occupational Medicine, 63(2), 96–102.
41. Supeli, A., & Creed, P. A. (2016). The Longitudinal Relationship Between Protean Career Orientation and Job Satisfaction , Organizational Commitment , and Intention-to-Quit, 43(1), pp.66–80.
42. Syed,J., Murray,P.A. (2008),"A cultural feminist approach towards managing diversity in top management teams", Equal Opportunities International, Vol. 27 Iss 5 pp. 413 – 432
43. Tett, r. P., & meyer, j. P. (2006). Job Satisfaction, Organizational Commitment, Turnover Intention, And Turnover: Path Analyses Based On Meta-Analytic Findings. Personnel Psychology, 46(2), pp.259–293.
44. Tzeng, H.-M. (2002). The influence of nurses’ working motivation and job satisfaction on intention to quit: an empirical investigation in Taiwan. International Journal of Nursing Studies, 39(8), pp.867–878.
45. Westman, M., Brough, P., & Kalliath, T. (2009). Expert commentary on work-life balance and crossover of emotions and experiences: Theoretical and practice advancements. Journal of Organizational Behavior, 30(5), pp.587–595.
46. Womack, A., Leuty, M. E., Bullock-yowell, E., & Mandracchia, J. T. (2016). Understanding
Commitment : Relations Between Major Commitment , Satisfaction , Involvement , Fit , University Commitment , and Intention to Quit, Vol 45 iss.2 pp 166-182
47. Yalabik, Z. Y., Swart, J., Kinnie, N., Rossenberg, Y. Van, Yalabik, Z. Y., Swart, J.,Rossenberg, Y. Van. (2016). Multiple foci of commitment and intention to quit in knowledge-intensive organizations ( KIOs
): what makes professionals leave ? The International Journal of Human Resource Management, vol
28.iss 2.pp 417-447
Downloads
Published
Issue
Section
License
This work is licensed under a Creative Commons Attribution 4.0 International License.
You are free to:
- Share — copy and redistribute the material in any medium or format for any purpose, even commercially.
- Adapt — remix, transform, and build upon the material for any purpose, even commercially.
- The licensor cannot revoke these freedoms as long as you follow the license terms.
Under the following terms:
- Attribution — You must give appropriate credit , provide a link to the license, and indicate if changes were made . You may do so in any reasonable manner, but not in any way that suggests the licensor endorses you or your use.
- No additional restrictions — You may not apply legal terms or technological measures that legally restrict others from doing anything the license permits.
Notices:
You do not have to comply with the license for elements of the material in the public domain or where your use is permitted by an applicable exception or limitation .
No warranties are given. The license may not give you all of the permissions necessary for your intended use. For example, other rights such as publicity, privacy, or moral rights may limit how you use the material.
