Pengaruh Job Insecurity Dan Workplace Bullying Terhadap Turnover Intention Melalui Workplace Ostracism
DOI:
https://doi.org/10.31539/costing.v7i5.10010Keywords:
Job Insecurity, Turnover Intention, Workplace Bullying, Workplace Ostracism.Abstract
Penelitian ini dilakukan untuk mengidentifikasi pengaruh job insecurity dan workplace bullying terhadap turnover intention melalui workplace ostracism pada karyawan. Dengan menggunakan metode convenience sampling dengan total sample yang didapat dari 100 responden yang berdomisili di wilayah indonesia. Software yang digunakan untuk menganalisis data hasil temuan untuk penelitian ini ialah pls sem. Hasil dari penelitian ini ditemukan bahwa job insecurity tidak berpengaruh positif dan signifikan secara parsial terhadap turnover itention karyawan; workplace bullying berpengaruh positif dan signifikan secara parsial terhadap turnover itention karyawan; workplace ostracism berpengaruh positif dan signifikan secara simultan terhadap turnover intention; workplace ostracism memediasi pengaruh job insecurity terhadap turnover intention; workplace ostracism memediasi pengaruh workplace bullying terhadap turnover itention. Implikasi praktis dari kebijakan manajemen adalah perusahaan dapat menjaga komitmennya terhadap karyawan dengan menciptakan lingkungan kerja yang harmonis, khususnya bagi pimpinan dan bawahan, serta memberikan penghargaan ketika target tercapai dalam setiap evaluasi.
References
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Arshad, H., & Puteh, F. (2015). Determinants of turnover intention among employees. Journal of Administrative Science, 12(2), 1-15.
Ashforth, B. E., & Mael, F. (1989). Social identity theory and the organization. Academy of management review, 14(1), 20-39.
Aydogdu, S., & Asikgil, B. (2011). An empirical study of the relationship among job satisfaction, organizational commitment and turnover intention. International review of management and marketing, 1(3), 43.
Bedemariam, R., & Ramos, J. (2021). Over-education and job satisfaction: The role of job insecurity and career-enhancing strategies. European Review of Applied Psychology, 71(3), 100632. https://doi.org/10.1016/j.erap.2021.100632
Bernhard-Oettel, C., De Cuyper, N., Schreurs, B., & De Witte, H. (2011). Linking job insecurity to well-being and organizational attitudes in Belgian workers: The role of security expectations and fairness. The International Journal of Human Resource Management, 22(9), 1866–1886. https://doi.org/10.1080/09585192.2011.573967
Chung, Y. W. (2020). The Relationship between Workplace Ostracism, TMX, Task Interdependence, and Task Performance: A Moderated Mediation Model. International journal of environmental research and public health, 17(12), 4432
Demirović Bajrami, D., Terzić, A., Petrović, M. D., Radovanović, M., Tretiakova, T. N., & Hadoud, A. (2021). Will we have the same employees in hospitality after all? The impact of COVID-19 on employees’ work attitudes and turnover intentions. International Journal of Hospitality Management, 94, 102754. https://doi.org/10.1016/j.ijhm.2020.102754
Duffy, M. K., Ganster, D. C., Shaw, J. D., Johnson, J. L., & Pagon, M. (2006). The social context of undermining behavior at work. Organizational Behavior and Human Decision Processes, 101(1), 105–126. https://doi.org/10.1016/j.obhdp.2006.04.005
Ferris, D. L., Brown, D. J., Berry, J. W., & Lian, H. (2008). The development and validation of the Workplace Ostracism Scale. Journal of Applied Psychology, 93(6), 1348
Fiset, J., Al Hajj, R., & Vongas, J. G. (2017). Workplace ostracism seen through the lens of power. Frontiers in psychology, 8, 1528.
Glambek, Mats, Matthiesen, S.B., Hetland Jorn. Dan Einersen, Stale.2014. Workplsce Bullying as an Antecedenr to Job Insecurity and Intention to Leave: a 6-month Prospectictive Study. Human Resources Management Journal. Vol.24, No.3.
Greenhalgh, L., & Rosenblatt, Z. (1984). Job Insecurity: Toward Conceptual Clarity. The Academy of Management Review, 9(3), 438. https://doi.org/10.2307/258284
Güzel, H. Y., & Şahin, D. N. (2018). The effect of ostracism on the accessibility of uncertainty-related thoughts. Archives of Neuropsychiatry, 55(2), 183.
Hanafiah, Mohammad. 2014. Pengaruh Kepuasan Kerja dan Job insecurity (Job Insecurity) dengan Intensi Pindah Kerja (Turnover) pada Karyawan PT. Buma Desa Suaran Kecamatan Sambaliung Kabupaten Berau. E-Journal Psikologi, 1 (3), pp: 303-312.
Hellgren, J., Sverke, M., & Isaksson, K. (1999). A Two-dimensional Approach to Job Insecurity: Consequences for Employee Attitudes and Well-being. European Journal of Work and Organizational Psychology, 8(2), 179–195. https://doi.org/10.1080/135943299398311
Hobfoll, S. E., Halbesleben, J., Neveu, J.-P., & Westman, M. (2018). Conservation of resources in the organizational context: The reality of resources and their consequences. Annual Review of Organizational Psychology and Organizational Behavior, 5, 103-128.
Judge, T.A. 2009. Organizational Behavior.13th Edition.Pearson Education.lnc. Upper Saddle River. New Jersey.
Kang, D.S.,Jeef, G., And Daewon, K. 2012. Responses To Job Insecurity The Impact On Discretionary Extra-Role And Impression Manajement Behaviours And The Moderating Role Of Employability. Journal International, 17(4): 314-332.
Karatepe, O.M. and Ngeche, R.N. (2012), “Does job embeddedness mediate the effect of work engagement on job outcomes? A study of hotel employees in Cameroon”, Journal of Hospitality Marketing and Management, Vol. 21 No. 4, pp. 440-461.
Kekesi, Elias Kodjo, dan Collins Badu Agyemang. 2014. Perceived Job Insecurity and Psychological Distress: The Moderating Role of Work Values. International Journal of Management, Economics and Social Sciences, 3(1), pp: 18-35.
Koay, K. Y. (2018). Workplace ostracism and cyberloafing: a moderated–mediation model. Internet Research
Kwan, H. K., Zhang, X., Liu, J., & Lee, C. (2018). Workplace ostracism and employee creativity: An integrative approach incorporating pragmatic and engagement roles. Journal of Applied Psychology, 103(12), 1358.
Lee, S. H., & Jeong, D. Y. (2017). Job insecurity and turnover intention: Organizational commitment as mediator. Social Behavior and Personality: An International Journal, 45(4), 529–536. https://doi.org/10.2224/sbp.5865
Liu, H., & Xia, H. (2016). Workplace ostracism: A review and directions for future research. Journal of Human Resource and Sustainability Studies, 4(3), 197-201.
Minanti, Puput, Budi Nurhardjo, dan Sampeadi. 2015. Pengaruh Job Insecurity, Komitmen Organisasi Dan Kepuasan Kerja Terhadap Turnover Intentions Melalui Stres Kerja Pada Sopir P.O Citra Wisata Mandiri (CWM) Jember. Artikel Ilmiah Mahasiswa. Pp: 1-8.
Mete, Edip Sabahatin., Sokmen, Alev. 2016. The Influence of Workplace Bullying of Employee’s Job Performance, Job Satisfaction, and Turnover Intention in a New Established Private Hospital. International Review of Management and Bussiness Reseach. Vol.5.
Mobley, W. H. (1977). Intermediate Linkages in the Relationship Between Job Satisfaction and Employee Turnover. 4
Nasution, Wendi Amsuri. 2009. Pengaruh Kepuasan Kerja Karyawan Terhadap Intensi Turnover Pada Call Center Telkomsel di Medan. Jurnal Mandiri, 4(1), pp: 1-11.
Niguse, G. T. (2019). The effects of organizational culture on turnover intention: The mediating role of job satisfaction, a case of Oromia Forest and Wild Life Enterprise. African Journal of Business Management, 13(2), 82-89.
Oade, Aryanne (2009). Managing Workplace Bullying. Palgrave Macmillan, New York.
Rai, Arpana., dan Upasna A. Agarwal. 2016 Workplace Bullying: A Review and Future Research Direction. South Asian Journal of Management, Vol. 23, No. 3
Riaz, S., Xu, Y., & Hussain, S. (2019). Workplace ostracism and knowledge hiding: The mediating role of Job Tension. Sustainability (Switzerland), 11(20), 1–17. https://doi.org/10.3390/su11205557
Richter, A., & Näswall, K. (2019). Job insecurity and trust: Uncovering a mechanism linking job insecurity to well-being. Work & Stress, 33(1), 22–40. https://doi.org/10.1080/02678373.2018.1461709
Robinson, S. L., O’Reilly, J., & Wang, W. (2013). Invisible at work: An integrated model of workplace ostracism. Journal of Management, 39(1), 203-231
Rosenblatt, Z., & Ruvio, A. (1996). A test of a multidimensional model of job insecurity: The case of Israeli teachers. Journal of Organizational Behavior, 17(Spec Issue), 587–605. https://doi.org/10.1002/(SICI)1099-1379(199612)17:1+3.0.CO;2-S
Salin, D. (2003). Ways of explaining workplace bullying: A review of enabling, motivating and precipitating structures and processes in the work environment. Human Relations, 56(10), 1213-1232.
Schumacher, D., Schreurs, B., Van Emmerik, H., & De Witte, H. (2016). Explaining the Relation Between Job Insecurity and Employee Outcomes During Organizational Change: A Multiple Group Comparison. Human Resource Management, 55(5), 809–827. https://doi.org/10.1002/hrm.21687
Setiawan, I Nyoman Agus dan Made Surya Putra. 2016. Pengaruh Job Insecurity Terhadap Kepuasan Kerja DanTurnover Intention Pada Karyawan Legian Village Hotel. E-Jurnal Manajemen Unud 5(8): 4983 – 5011
Simons, J. A., Irwin, D. B., & Drinnien, B. A. (1987). Maslow’s hierarchy of needs. Retrieved October, 9(2009), 222.
Suciati, Andi Tri Haryono, & Maria Magnelia Minarsih .2015. Pengaruh Job Insecurity dan Stress Kerja Terhadap Turnover Intention Pegawai pada Karyawan PT.Berkat Abadi Surya Cemerlang Semarang (HO)”. Jurnal Manajement Universitas Pandanaran, 1 (1), pp: 1-2.
Sverke, M., & Hellgren, J. (2002). The Nature of Job Insecurity: Understanding Employment Uncertainty on the Brink of a New Millennium. Applied Psychology, 51(1), 23–42. https://doi.org/10.1111/1464-0597.0077z
Sverke, M., Hellgren, J., & Näswall, K. (2002). No security: A meta-analysis and review of job insecurity and its consequences. Journal of Occupational Health Psychology, 7(3), 242– 264. https://doi.org/10.1037/1076-8998.7.3.242
Turkoglu, N., & Dalgic, A. (2019). The effect of ruminative thought style and workplace ostracism on turnover intention of hotel employees: the mediating effect of organizational identification. Tourism & Management Studies, 15(3)
Vu, T.-V., Vo-Thanh, T., Nguyen, N. P., Nguyen, D. V., & Chi, H. (2022). The COVID-19 pandemic: Workplace safety management practices, job insecurity, and employees’ organizational citizenship behavior. Safety Science, 145, 105527. https://doi.org/10.1016/j.ssci.2021.105527
Vui-Yee, K., & Yen-Hwa, T. (2019). When does ostracism lead to turnover intention? The moderated mediation model of job stress and job autonomy. IIMB Management Review
Witte, H. D. (1999). Job Insecurity and Psychological Well-being: Review of the Literature and Exploration of Some Unresolved Issues. European Journal of Work and Organizational Psychology, 8(2), 155–177. https://doi.org/10.1080/135943299398302
Wu, C.-H., Liu, J., Kwan, H. K., & Lee, C. (2016). Why and when workplace ostracism inhibits organizational citizenship behaviors: An organizational identification perspective. Journal of Applied Psychology, 101(3), 362
Yahaya, A., T. C. Ing., Goh Mo Lee., N. Yahaya., Y. Boon., S. Hashim., dan Suhaila Taat. 2012. The Impact of Workplace Bullying on Work Performance. Archives Des Sciences, Vol. 65, No. 4.
Arshad, H., & Puteh, F. (2015). Determinants of turnover intention among employees. Journal of Administrative Science, 12(2), 1-15.
Ashforth, B. E., & Mael, F. (1989). Social identity theory and the organization. Academy of management review, 14(1), 20-39.
Aydogdu, S., & Asikgil, B. (2011). An empirical study of the relationship among job satisfaction, organizational commitment and turnover intention. International review of management and marketing, 1(3), 43.
Bedemariam, R., & Ramos, J. (2021). Over-education and job satisfaction: The role of job insecurity and career-enhancing strategies. European Review of Applied Psychology, 71(3), 100632. https://doi.org/10.1016/j.erap.2021.100632
Bernhard-Oettel, C., De Cuyper, N., Schreurs, B., & De Witte, H. (2011). Linking job insecurity to well-being and organizational attitudes in Belgian workers: The role of security expectations and fairness. The International Journal of Human Resource Management, 22(9), 1866–1886. https://doi.org/10.1080/09585192.2011.573967
Chung, Y. W. (2020). The Relationship between Workplace Ostracism, TMX, Task Interdependence, and Task Performance: A Moderated Mediation Model. International journal of environmental research and public health, 17(12), 4432
Demirović Bajrami, D., Terzić, A., Petrović, M. D., Radovanović, M., Tretiakova, T. N., & Hadoud, A. (2021). Will we have the same employees in hospitality after all? The impact of COVID-19 on employees’ work attitudes and turnover intentions. International Journal of Hospitality Management, 94, 102754. https://doi.org/10.1016/j.ijhm.2020.102754
Duffy, M. K., Ganster, D. C., Shaw, J. D., Johnson, J. L., & Pagon, M. (2006). The social context of undermining behavior at work. Organizational Behavior and Human Decision Processes, 101(1), 105–126. https://doi.org/10.1016/j.obhdp.2006.04.005
Ferris, D. L., Brown, D. J., Berry, J. W., & Lian, H. (2008). The development and validation of the Workplace Ostracism Scale. Journal of Applied Psychology, 93(6), 1348
Fiset, J., Al Hajj, R., & Vongas, J. G. (2017). Workplace ostracism seen through the lens of power. Frontiers in psychology, 8, 1528.
Glambek, Mats, Matthiesen, S.B., Hetland Jorn. Dan Einersen, Stale.2014. Workplsce Bullying as an Antecedenr to Job Insecurity and Intention to Leave: a 6-month Prospectictive Study. Human Resources Management Journal. Vol.24, No.3.
Greenhalgh, L., & Rosenblatt, Z. (1984). Job Insecurity: Toward Conceptual Clarity. The Academy of Management Review, 9(3), 438. https://doi.org/10.2307/258284
Güzel, H. Y., & Şahin, D. N. (2018). The effect of ostracism on the accessibility of uncertainty-related thoughts. Archives of Neuropsychiatry, 55(2), 183.
Hanafiah, Mohammad. 2014. Pengaruh Kepuasan Kerja dan Job insecurity (Job Insecurity) dengan Intensi Pindah Kerja (Turnover) pada Karyawan PT. Buma Desa Suaran Kecamatan Sambaliung Kabupaten Berau. E-Journal Psikologi, 1 (3), pp: 303-312.
Hellgren, J., Sverke, M., & Isaksson, K. (1999). A Two-dimensional Approach to Job Insecurity: Consequences for Employee Attitudes and Well-being. European Journal of Work and Organizational Psychology, 8(2), 179–195. https://doi.org/10.1080/135943299398311
Hobfoll, S. E., Halbesleben, J., Neveu, J.-P., & Westman, M. (2018). Conservation of resources in the organizational context: The reality of resources and their consequences. Annual Review of Organizational Psychology and Organizational Behavior, 5, 103-128.
Judge, T.A. 2009. Organizational Behavior.13th Edition.Pearson Education.lnc. Upper Saddle River. New Jersey.
Kang, D.S.,Jeef, G., And Daewon, K. 2012. Responses To Job Insecurity The Impact On Discretionary Extra-Role And Impression Manajement Behaviours And The Moderating Role Of Employability. Journal International, 17(4): 314-332.
Karatepe, O.M. and Ngeche, R.N. (2012), “Does job embeddedness mediate the effect of work engagement on job outcomes? A study of hotel employees in Cameroon”, Journal of Hospitality Marketing and Management, Vol. 21 No. 4, pp. 440-461.
Kekesi, Elias Kodjo, dan Collins Badu Agyemang. 2014. Perceived Job Insecurity and Psychological Distress: The Moderating Role of Work Values. International Journal of Management, Economics and Social Sciences, 3(1), pp: 18-35.
Koay, K. Y. (2018). Workplace ostracism and cyberloafing: a moderated–mediation model. Internet Research
Kwan, H. K., Zhang, X., Liu, J., & Lee, C. (2018). Workplace ostracism and employee creativity: An integrative approach incorporating pragmatic and engagement roles. Journal of Applied Psychology, 103(12), 1358.
Lee, S. H., & Jeong, D. Y. (2017). Job insecurity and turnover intention: Organizational commitment as mediator. Social Behavior and Personality: An International Journal, 45(4), 529–536. https://doi.org/10.2224/sbp.5865
Liu, H., & Xia, H. (2016). Workplace ostracism: A review and directions for future research. Journal of Human Resource and Sustainability Studies, 4(3), 197-201.
Minanti, Puput, Budi Nurhardjo, dan Sampeadi. 2015. Pengaruh Job Insecurity, Komitmen Organisasi Dan Kepuasan Kerja Terhadap Turnover Intentions Melalui Stres Kerja Pada Sopir P.O Citra Wisata Mandiri (CWM) Jember. Artikel Ilmiah Mahasiswa. Pp: 1-8.
Mete, Edip Sabahatin., Sokmen, Alev. 2016. The Influence of Workplace Bullying of Employee’s Job Performance, Job Satisfaction, and Turnover Intention in a New Established Private Hospital. International Review of Management and Bussiness Reseach. Vol.5.
Mobley, W. H. (1977). Intermediate Linkages in the Relationship Between Job Satisfaction and Employee Turnover. 4
Nasution, Wendi Amsuri. 2009. Pengaruh Kepuasan Kerja Karyawan Terhadap Intensi Turnover Pada Call Center Telkomsel di Medan. Jurnal Mandiri, 4(1), pp: 1-11.
Niguse, G. T. (2019). The effects of organizational culture on turnover intention: The mediating role of job satisfaction, a case of Oromia Forest and Wild Life Enterprise. African Journal of Business Management, 13(2), 82-89.
Oade, Aryanne (2009). Managing Workplace Bullying. Palgrave Macmillan, New York.
Rai, Arpana., dan Upasna A. Agarwal. 2016 Workplace Bullying: A Review and Future Research Direction. South Asian Journal of Management, Vol. 23, No. 3
Riaz, S., Xu, Y., & Hussain, S. (2019). Workplace ostracism and knowledge hiding: The mediating role of Job Tension. Sustainability (Switzerland), 11(20), 1–17. https://doi.org/10.3390/su11205557
Richter, A., & Näswall, K. (2019). Job insecurity and trust: Uncovering a mechanism linking job insecurity to well-being. Work & Stress, 33(1), 22–40. https://doi.org/10.1080/02678373.2018.1461709
Robinson, S. L., O’Reilly, J., & Wang, W. (2013). Invisible at work: An integrated model of workplace ostracism. Journal of Management, 39(1), 203-231
Rosenblatt, Z., & Ruvio, A. (1996). A test of a multidimensional model of job insecurity: The case of Israeli teachers. Journal of Organizational Behavior, 17(Spec Issue), 587–605. https://doi.org/10.1002/(SICI)1099-1379(199612)17:1+3.0.CO;2-S
Salin, D. (2003). Ways of explaining workplace bullying: A review of enabling, motivating and precipitating structures and processes in the work environment. Human Relations, 56(10), 1213-1232.
Schumacher, D., Schreurs, B., Van Emmerik, H., & De Witte, H. (2016). Explaining the Relation Between Job Insecurity and Employee Outcomes During Organizational Change: A Multiple Group Comparison. Human Resource Management, 55(5), 809–827. https://doi.org/10.1002/hrm.21687
Setiawan, I Nyoman Agus dan Made Surya Putra. 2016. Pengaruh Job Insecurity Terhadap Kepuasan Kerja DanTurnover Intention Pada Karyawan Legian Village Hotel. E-Jurnal Manajemen Unud 5(8): 4983 – 5011
Simons, J. A., Irwin, D. B., & Drinnien, B. A. (1987). Maslow’s hierarchy of needs. Retrieved October, 9(2009), 222.
Suciati, Andi Tri Haryono, & Maria Magnelia Minarsih .2015. Pengaruh Job Insecurity dan Stress Kerja Terhadap Turnover Intention Pegawai pada Karyawan PT.Berkat Abadi Surya Cemerlang Semarang (HO)”. Jurnal Manajement Universitas Pandanaran, 1 (1), pp: 1-2.
Sverke, M., & Hellgren, J. (2002). The Nature of Job Insecurity: Understanding Employment Uncertainty on the Brink of a New Millennium. Applied Psychology, 51(1), 23–42. https://doi.org/10.1111/1464-0597.0077z
Sverke, M., Hellgren, J., & Näswall, K. (2002). No security: A meta-analysis and review of job insecurity and its consequences. Journal of Occupational Health Psychology, 7(3), 242– 264. https://doi.org/10.1037/1076-8998.7.3.242
Turkoglu, N., & Dalgic, A. (2019). The effect of ruminative thought style and workplace ostracism on turnover intention of hotel employees: the mediating effect of organizational identification. Tourism & Management Studies, 15(3)
Vu, T.-V., Vo-Thanh, T., Nguyen, N. P., Nguyen, D. V., & Chi, H. (2022). The COVID-19 pandemic: Workplace safety management practices, job insecurity, and employees’ organizational citizenship behavior. Safety Science, 145, 105527. https://doi.org/10.1016/j.ssci.2021.105527
Vui-Yee, K., & Yen-Hwa, T. (2019). When does ostracism lead to turnover intention? The moderated mediation model of job stress and job autonomy. IIMB Management Review
Witte, H. D. (1999). Job Insecurity and Psychological Well-being: Review of the Literature and Exploration of Some Unresolved Issues. European Journal of Work and Organizational Psychology, 8(2), 155–177. https://doi.org/10.1080/135943299398302
Wu, C.-H., Liu, J., Kwan, H. K., & Lee, C. (2016). Why and when workplace ostracism inhibits organizational citizenship behaviors: An organizational identification perspective. Journal of Applied Psychology, 101(3), 362
Yahaya, A., T. C. Ing., Goh Mo Lee., N. Yahaya., Y. Boon., S. Hashim., dan Suhaila Taat. 2012. The Impact of Workplace Bullying on Work Performance. Archives Des Sciences, Vol. 65, No. 4.
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2024-08-26
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