Influence of High-Performance Work Practices and Public Service Motivation toward Turnover Intention

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

Jufrianto Kartono

Abstract

The purpose of this research is to investigate and analyze the influence of performance appraisal, compensation, employment security, public service motivation on nurse’s organizational commitment and its impact toward turnover intention. The research model is modified from the previous study and empirically tested on nurses in Xyz hospital in Tangerang during Covid-19 pandemic. Data are collected from hospital nurses on April 2021 and 107 eligible respondents collected through a questionnaire distributed online with simple random sampling technique as sampling technique, then analyzes the data collected using PLS-SEM. The result showed that performance appraisal, employment security, and public service has a significant negative impact towards turnover intention, but compensation doesn’t significantly negatively impact toward turnover intention and all independent variable show significant positive impact toward organizational commitment. The strongest significant negative impact comes from performance appraisal toward turnover intention mediated by organizational commitment. This research confirms some theories on human resource management specifically the impact of employment security and public service motivation towards turnover intention. Moderate predictive accuracy with large predictive relevance was obtained to turnover intention so that it can be developed in further research, there are also managerial implications and recommendations for the further researcher.

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

How to Cite
Kartono, J. (2021). Influence of High-Performance Work Practices and Public Service Motivation toward Turnover Intention. Enrichment : Journal of Management, 12(1), 565-571. Retrieved from https://enrichment.iocspublisher.org/index.php/enrichment/article/view/275

References

World Health Organization. (2020, March). Coronavirus disease 2019 (COVID-19) situational report (No. 51). https://www.who.int/emergencies/diseases/novel-coronavirus-2019/situation-reports
WHO. (2021, March). COVID-19 weekly epidemiological update. https://www.who.int /emergencies/diseases/novel- coronavirus-2019/ situation-reports
Noe, R. A. (2016). Employee Training & Development. McGraw-Hill Education.
Kemenkes. (2020, March 15). RS Online. http://sirs.yankes.kemkes.go.id/rsonline/report/
Labrague, L. J., & Santos, J. A. A. (2020). Fear of COVID‐19, psychological distress, work satisfaction and turnover intention among frontline nurses. Journal of Nursing Management, 29(3), 395–403. https://doi.org/10.1111/jonm.13168
Said, R. M., & El-Shafei, D. A. (2020). Occupational stress, job satisfaction, and intent to leave: nurses working on front lines during COVID-19 pandemic in Zagazig City, Egypt. Environmental Science and Pollution Research, 28(7), 8791–8801. https://doi.org/10.1007/s11356-020-11235-8
Gan, K. P., Lin, Y., & Wang, Q. (2020). Public Service Motivation and Turnover Intention: Testing the Mediating Effects of Job Attitudes. Frontiers in Psychology, 11, 1–18. https://doi.org/10.3389/fpsyg.2020.01289
Mohd Nasurdin, A., Tan, C. L., & Naseer Khan, S. (2018). The Relation between Turnover Intention, High Performance Work Practices (HPWPs), and Organisational Commitment: A Study among Private Hospital Nurses in Malaysia. Asian Academy of Management Journal, 23(1), 23–51. https://doi.org/10.21315/aamj2018.23.1.2
Huang, S., Chen, Z., Liu, H., & Zhou, L. (2017). Job satisfaction and turnover intention in China. Chinese Management Studies, 11(4), 689–706. https://doi.org/10.1108/cms-12-2016-0263
Guzeller, C. O., & Celiker, N. (2019). Examining the relationship between organizational commitment and turnover intention via a meta-analysis. International Journal of Culture, Tourism and Hospitality Research, 14(1), 102–120. https://doi.org/10.1108/ijcthr-05-2019-0094
Memon, M. A., Salleh, R., Mirza, M. Z., Cheah, J. H., Ting, H., & Ahmad, M. S. (2019). Performance appraisal satisfaction and turnover intention. Management Decision, 58(6), 1053–1066. https://doi.org/10.1108/md-06-2018-0685
Koo, B., Yu, J., Chua, B. L., Lee, S., & Han, H. (2019). Relationships among Emotional and Material Rewards, Job Satisfaction, Burnout, Affective Commitment, Job Performance, and Turnover Intention in the Hotel Industry. Journal of Quality Assurance in Hospitality & Tourism, 21(4), 371–401. https://doi.org/10.1080/1528008x.2019.1663572
Zaenal abidin, S., & Ali Iqbal, M. (2019). Effect of Compensation, Work Motivation and Organizational Commitments to Turnover Intention (Case Study : Zainuttaqwa Medical Rehabilitation Special Hospital in Bekasi, Indonesia). European Journal of Business and Management, 62–70. https://doi.org/10.7176/ejbm/11-18-07.
Jung, H. S., Jung, Y. S., & Yoon, H. H. (2021). COVID-19: The effects of job insecurity on the job engagement and turnover intent of deluxe hotel employees and the moderating role of generational characteristics. International Journal of Hospitality Management, 92, 102703. https://doi.org/10.1016/j.ijhm.2020.102703
Urbanaviciute, I., Lazauskaite-Zabielske, J., Vander Elst, T., & De Witte, H. (2018). Qualitative job insecurity and turnover intention. Career Development International, 23(3), 274–290. https://doi.org/10.1108/cdi-07-2017-0117
Taba, M. I. (2018). Mediating effect of work performance and organizational commitment in the relationship between reward system and employees’ work satisfaction. Journal of Management Development, 37(1), 65–75. https://doi.org/10.1108/jmd-11-2016-0256
Kim, M. J., & Kim, B. J. (2020). The Performance Implications of Job Insecurity: The Sequential Mediating Effect of Job Stress and Organizational Commitment, and the Buffering Role of Ethical Leadership. International Journal of Environmental Research and Public Health, 17(21), 7837. https://doi.org/10.3390/ijerph17217837
Yousef, D. A. (2016). Organizational Commitment, Job Satisfaction and Attitudes toward Organizational Change: A Study in the Local Government. International Journal of Public Administration, 40(1), 77–88. https://doi.org/10.1080/01900692.2015.1072217
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, 27–41. https://doi.org/10.47263/jasem.1(1)04
Bao, Y., & Zhong, W. (2019). Public service motivation matters: examining the differential effects of challenge and hindrance stressors on organizational identification and turnover intention. Public Management Review, 1–22. https://doi.org/10.1080/14719037.2019.1699944
Sekaran, U., & Bougie, R. (2016). Research Methods for Business. Wiley.
Hair, J. F., Risher, J. J., Sarstedt, M., & Ringle, C. M. (2019). When to use and how to report the results of PLS-SEM. European Business Review, 31(1), 2–24. https://doi.org/10.1108/ebr-11-2018-0203
A. Maslow, (1954) Motivation and Personality. New York: Harper & Row.