Faktor Intention to Stay pada Karyawan dalam Lingkungan Kerja: Pendekatan Systematic Literature Review
Abstract
This study aims to explore the factors that contribute to employee intention to stay in a work environment. The method used in this study is a systematic literature review of PRISMA (Preferred Reporting Items for Systematic Reviews and Meta-Analyses) using articles from the Scopus database from 2018 to 2023. The results of the study indicate that the factors that influence employee intention to stay based on the literature review conducted by author 1 are talent development, work intensification, cultural competence, aspects (psychological, rational, and fundamental), perceived organizational factors, spirituality in the workplace, promotion, job satisfaction, stress, work frequency, training, mentoring, work environment, distributive justice, paternalistic leadership, trust in management, clarity of goals, work family conflict, rational job creation, HR practices (recruitment, training, performance appraisal, rewards, career opportunities), organizational practices, perception of calling, learning opportunities, and employee value proposition (EVP).
Keywords: Intention To Stay, Workplace, Systematic Literature Review
References
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Bellamkonda, N., & Pattusamy, M. (2022). Intention to stay and happiness: a moderated mediation model of work engagement and hope. South Asian Journal of Business Studies. https://doi.org/10.1108/SAJBS-05-2021-0174
Bellamkonda, N., Santhanam, N., & Pattusamy, M. (2021). Goal Clarity, Trust in Management and Intention to Stay: The Mediating Role of Work Engagement. South Asian Journal of Human Resources Management, 8(1), 9–28. https://doi.org/10.1177/2322093720965322
Binu Raj, A. (2020). Impact of employee value proposition on employees’ intention to stay: moderating role of psychological contract and social identity. South Asian Journal of Business Studies, 10(2), 203–226. https://doi.org/10.1108/SAJBS-10-2019-0183
Bloemer, J. M. M., & Odekerken-Schröder, G. J. (2006). The Role of Employee Relationship Proneness in Creating Employee Loyalty. International Journal of Bank Marketing, 24(4), 252–264. https://www.emerald.com/insight/content/doi/10.1108/02652320610671342/full/html
Bluedorn, A. C. (1982). A Unified Model of Turnover from Organizations. Human Relations, 35, 135–153. https://doi.org/10.1177/001872678203500204
Bolt, E. E. T., Winterton, J., & Cafferkey, K. (2022). A century of labour turnover research: A systematic literature review. International Journal of Management Reviews, 24(4), 555–576. https://doi.org/10.1111/ijmr.12294
Cammann, C., Fichman, M., Jenkins, D., & Klesh, J. (1979). The Michigan Organizational Assessment Questionnaire. In Unpublished Manuscript, University of Michigan, Ann Arbor, MI. https://psycnet.apa.org/doi/10.1037/t01581-000
Chen, H. M., Liu, C. C., Yang, S. Y., Wang, Y. R., & Hsieh, P. L. (2021). Factors related to care competence, workplace stress, and intention to stay among novice nurses during the coronavirus disease (Covid-19) pandemic. International Journal of Environmental Research and Public Health, 18(4), 1–10. https://doi.org/10.3390/ijerph18042122
Çınar, E., & Basım, H. N. (2022). Who desires to stay? The role of relational job crafting on the intention to stay with the mediating role of workplace friendship. Journal of East European Management Studies, 27(4), 583–611. https://doi.org/10.5771/0949-6181-2022-4-583
Coetzee, M., & van Dyk, J. (2018). Workplace Bullying and Turnover Intention: Exploring Work Engagement as a Potential Mediator. Psychological Reports, 121(2), 375–392. https://doi.org/10.1177/0033294117725073
Dechawatanapaisal, D. (2020). Millennials’ intention to stay and word-of-mouth referrals. Evidence-Based HRM, 8(1), 60–78. https://doi.org/10.1108/EBHRM-03-2019-0021
Dingler, A., & Enkel, E. (2016). Socialization and innovation: Insights from collaboration across industry boundaries. Technological Forecasting and Social Change, 109, 50–60. https://doi.org/10.1016/j.techfore.2016.05.017
Dorigan, G. H., & Guirardello, E. de B. (2018). Effect of the practice environment of nurses on job outcomes and safety climate. Revista Latino-Americana de Enfermagem, 26. https://doi.org/10.1590/1518-8345.2633.3056
Febriani, R., Hasanah, S. N., Roz, K., & Hakim, A. R. (2023a). The Impact Of Workplace Spirituality, Work-Family Conflict, And Loneliness In Work On Intention To Stay: Case Study On Women Employees In Indonesia. International Journal of Professional Business Review, 8(4). https://doi.org/10.26668/businessreview/2023.v8i4.1473
Febriani, R., Hasanah, S. N., Roz, K., & Hakim, A. R. (2023b). The Impact Of Workplace Spirituality, Work-Family Conflict, And Loneliness In Work On Intention To Stay: Case Study On Women Employees In Indonesia. International Journal of Professional Business Review, 8(4). https://doi.org/10.26668/businessreview/2023.v8i4.1473
Gellatly, I. R., Meyer, J. P., & Luchak, A. A. (2006). Combined effects of the three commitment components on focal and discretionary behaviors: A test of Meyer and Herscovitch’s propositions. Journal of Vocational Behavior, 69(2), 331–345. https://doi.org/10.1016/j.jvb.2005.12.005
Gupta, A., & Singh, V. (2018). Enhancing intention to stay among software professionals. Academia Revista Latinoamericana de Administración. https://www.emerald.com/insight/content/doi/10.1108/ARLA-11-2017-0319/full/html
Gyamerah, S., He, Z., Asante, D., Ampaw, E. M., & Gyamerah, E. E. D. (2022). Paternalistic leadership, employee creativity, and retention: The role of psychological empowerment. International Journal of Cross Cultural Management, 22(1), 83–104. https://doi.org/10.1177/14705958221081636
Halid, H., Kee, D. M. H., & Rahim, N. F. A. (2020). Perceived Human Resource Management Practices and Intention to Stay in Private Higher Education Institutions in Malaysia: The Role of Organizational Citizenship Behaviour. Global Business Review. https://doi.org/10.1177/0972150920950906
Hazeen Fathima, M., & Umarani, C. (2023). Fairness in human resource management practices and engineers’ intention to stay in Indian construction firms. Employee Relations, 45(1), 156–171. https://doi.org/10.1108/ER-07-2021-0308
Kim, S. W., Price, J. L., & Watson, T. W. (1996). The Determinants of Career Intent Among Physicians at a U.S. Air Force Hospital. Human Relation , 49(7), 947–976. https://doi.org/10.1177/001872679604900704
Langford, P. H. (2009). Measuring organisational climate and employee engagement: Evidence: For a 7 Ps model of work practices and outcomes. Australian Journal of Psychology, 61(4), 185–198. https://doi.org/10.1080/00049530802579481
Lee, J. Y., & Shin, J. H. (2020). Why do they stay? Intention to stay among registered nurses in nursing homes. International Journal of Environmental Research and Public Health, 17(22), 1–16. https://doi.org/10.3390/ijerph17228485
Lyons, T. (1981). Propensity to leave scale of 1971. In: Cook JD, Hepworth SJ, Wall TD, Warr PB (eds)Experience of Work: A Compendium and Review of 249 Measures and their Use. Academic Press.
Mappamiring, M., Akob, M., & Putra, A. H. P. K. (2020). What millennial workers want? Turnover or intention to stay in company. Journal of Asian Finance, Economics and Business, 7(5), 237–248. https://doi.org/10.13106/JAFEB.2020.VOL7.NO5.237
Meyer, J. P., Allen, N. J., & Smith, C. A. (1993). Commitment to organizations and occupations: Extension and test of a three-component conceptualization. Journal of Applied Psychology, 78(4), 538–551. https://psycnet.apa.org/record/1993-47410-001
Milliman, J., Gatling, A., & Kim, J. (Sunny). (2018). The effect of workplace spirituality on hospitality employee engagement, intention to stay, and service delivery. Journal of Hospitality and Tourism Management, 35, 56–65. https://doi.org/10.1016/j.jhtm.2018.03.002
Mrayyan, M. T. (2008). Hospital organizational climates and nurses’ intent to stay: Differences between units and wards. Contemporary Nurse, 27(2), 223–236. https://doi.org/10.5172/conu.2008.27.2.223
Mueller, D. J. (1986). Measuring social attitudes: A handbook for researchers and practitioners. Teachers’ College Press. https://cir.nii.ac.jp/crid/1130000794998094848
Presbitero, A., & Teng-Calleja, M. (2020a). Employee Intention to Stay in an Organization: Examining the Role of Calling and Perceived Supervisor Support Through the Theoretical Lens of Work as Calling. Journal of Career Assessment, 28(2), 320–336. https://doi.org/10.1177/1069072719858389
Presbitero, A., & Teng-Calleja, M. (2020b). Employee Intention to Stay in an Organization: Examining the Role of Calling and Perceived Supervisor Support Through the Theoretical Lens of Work as Calling. Journal of Career Assessment, 28(2), 320–336. https://doi.org/10.1177/1069072719858389
Price, J. L., & Mueller, C. W. (1981). A Causal Model of Turnover for Nurses. In Source: The Academy of Management Journal (Vol. 24, Issue 3). https://www.jstor.org/stable/255574
Sapar, L. C., & Oducado, R. M. F. (2021). Revisiting job satisfaction and intention to stay: A cross-sectional study among hospital nurses in the Philippines. Nurse Media Journal of Nursing, 11(2), 133–143. https://doi.org/10.14710/NMJN.V11I2.36557
Satoh, M., Watanabe, I., & Asakura, K. (2018). Determinants strengthening japanese nurses’ intention to stay at their current hospital. Tohoku Journal of Experimental Medicine, 246(3), 175–182. https://doi.org/10.1620/tjem.246.175
Sayin, F. K., Denton, M., Brookman, C., Davies, S., Chowhan, J., & Zeytinoglu, I. U. (2021). The role of work intensification in intention to stay: A study of personal support workers in home and community care in Ontario, Canada. Economic and Industrial Democracy, 42(4), 917–936. https://doi.org/10.1177/0143831X18818325
Tett, R. P., & Meyer, J. P. (1993a). Job Satisfaction, Organizational Commitment, Turnover Intention, And Turnover: Path Analyses Based On Meta-Analytic Findings. Personel Psychology , 46(2), 259–293. https://doi.org/10.1111/j.1744-6570.1993.tb00874.x
Tett, R. P., & Meyer, J. P. (1993b). Job satisfaction, organizational commitment, turnover intention, and turnover: path analyses based on meta-analytical findings. Personnel Psychology, 46(2), 259–293. https://doi.org/10.1111/j.1744-6570.1993.tb00874.x
Tsang, S. S., & Nguyen, T. V. T. (2023). Sociocultural adaptation and job satisfaction as mediators between cultural competence and intention to stay among Vietnamese workers in Taiwan. Humanities and Social Sciences Communications, 10(1). https://doi.org/10.1057/s41599-023-01798-5
Uraon, R. S. (2018). Examining the Impact of HRD Practices on Organizational Commitment and Intention to Stay Within Selected Software Companies in India. Advances in Developing Human Resources, 20(1), 11–43. https://doi.org/10.1177/1523422317741691
Van Vianen, A. E. M., Rosenauer, D., Homan, A. C., Horstmeier, C. A. L., & Voelpel, S. C. (2018). Career mentoring in context: A multilevel study on differentiated career mentoring and career mentoring climate. Human Resource Management, 57(2), 583–599. https://doi.org/10.1002/hrm.21879
Veloutsou, C. A., & Panigyrakis, G. G. (2004). Consumer Brand Managers’ Job Stress, Job Satisfaction, Perceived Performance and Intention to Leave. Journal of Marketing Management, 20(1–2), 105–131. https://doi.org/10.1362/026725704773041140
Xiayan, P., Yusoff, Y. M., & Bohari, A. M. (2021). How Do Human Resource Management Practices Matter in Young Employees’ Intention to Stay in Chinese State-owned Enterprises? Global Business Review. https://doi.org/10.1177/0972150920984918
Yeung, D. Y., Zhou, X., & Chong, S. (2021). Perceived age discrimination in the workplace: the mediating roles of job resources and demands. Journal of Managerial Psychology, 36(6), 505–519. https://doi.org/10.1108/JMP-04-2020-0185
Bellamkonda, N., & Pattusamy, M. (2022). Intention to stay and happiness: a moderated mediation model of work engagement and hope. South Asian Journal of Business Studies. https://doi.org/10.1108/SAJBS-05-2021-0174
Bellamkonda, N., Santhanam, N., & Pattusamy, M. (2021). Goal Clarity, Trust in Management and Intention to Stay: The Mediating Role of Work Engagement. South Asian Journal of Human Resources Management, 8(1), 9–28. https://doi.org/10.1177/2322093720965322
Binu Raj, A. (2020). Impact of employee value proposition on employees’ intention to stay: moderating role of psychological contract and social identity. South Asian Journal of Business Studies, 10(2), 203–226. https://doi.org/10.1108/SAJBS-10-2019-0183
Bloemer, J. M. M., & Odekerken-Schröder, G. J. (2006). The Role of Employee Relationship Proneness in Creating Employee Loyalty. International Journal of Bank Marketing, 24(4), 252–264. https://www.emerald.com/insight/content/doi/10.1108/02652320610671342/full/html
Bluedorn, A. C. (1982). A Unified Model of Turnover from Organizations. Human Relations, 35, 135–153. https://doi.org/10.1177/001872678203500204
Bolt, E. E. T., Winterton, J., & Cafferkey, K. (2022). A century of labour turnover research: A systematic literature review. International Journal of Management Reviews, 24(4), 555–576. https://doi.org/10.1111/ijmr.12294
Cammann, C., Fichman, M., Jenkins, D., & Klesh, J. (1979). The Michigan Organizational Assessment Questionnaire. In Unpublished Manuscript, University of Michigan, Ann Arbor, MI. https://psycnet.apa.org/doi/10.1037/t01581-000
Chen, H. M., Liu, C. C., Yang, S. Y., Wang, Y. R., & Hsieh, P. L. (2021). Factors related to care competence, workplace stress, and intention to stay among novice nurses during the coronavirus disease (Covid-19) pandemic. International Journal of Environmental Research and Public Health, 18(4), 1–10. https://doi.org/10.3390/ijerph18042122
Çınar, E., & Basım, H. N. (2022). Who desires to stay? The role of relational job crafting on the intention to stay with the mediating role of workplace friendship. Journal of East European Management Studies, 27(4), 583–611. https://doi.org/10.5771/0949-6181-2022-4-583
Coetzee, M., & van Dyk, J. (2018). Workplace Bullying and Turnover Intention: Exploring Work Engagement as a Potential Mediator. Psychological Reports, 121(2), 375–392. https://doi.org/10.1177/0033294117725073
Dechawatanapaisal, D. (2020). Millennials’ intention to stay and word-of-mouth referrals. Evidence-Based HRM, 8(1), 60–78. https://doi.org/10.1108/EBHRM-03-2019-0021
Dingler, A., & Enkel, E. (2016). Socialization and innovation: Insights from collaboration across industry boundaries. Technological Forecasting and Social Change, 109, 50–60. https://doi.org/10.1016/j.techfore.2016.05.017
Dorigan, G. H., & Guirardello, E. de B. (2018). Effect of the practice environment of nurses on job outcomes and safety climate. Revista Latino-Americana de Enfermagem, 26. https://doi.org/10.1590/1518-8345.2633.3056
Febriani, R., Hasanah, S. N., Roz, K., & Hakim, A. R. (2023a). The Impact Of Workplace Spirituality, Work-Family Conflict, And Loneliness In Work On Intention To Stay: Case Study On Women Employees In Indonesia. International Journal of Professional Business Review, 8(4). https://doi.org/10.26668/businessreview/2023.v8i4.1473
Febriani, R., Hasanah, S. N., Roz, K., & Hakim, A. R. (2023b). The Impact Of Workplace Spirituality, Work-Family Conflict, And Loneliness In Work On Intention To Stay: Case Study On Women Employees In Indonesia. International Journal of Professional Business Review, 8(4). https://doi.org/10.26668/businessreview/2023.v8i4.1473
Gellatly, I. R., Meyer, J. P., & Luchak, A. A. (2006). Combined effects of the three commitment components on focal and discretionary behaviors: A test of Meyer and Herscovitch’s propositions. Journal of Vocational Behavior, 69(2), 331–345. https://doi.org/10.1016/j.jvb.2005.12.005
Gupta, A., & Singh, V. (2018). Enhancing intention to stay among software professionals. Academia Revista Latinoamericana de Administración. https://www.emerald.com/insight/content/doi/10.1108/ARLA-11-2017-0319/full/html
Gyamerah, S., He, Z., Asante, D., Ampaw, E. M., & Gyamerah, E. E. D. (2022). Paternalistic leadership, employee creativity, and retention: The role of psychological empowerment. International Journal of Cross Cultural Management, 22(1), 83–104. https://doi.org/10.1177/14705958221081636
Halid, H., Kee, D. M. H., & Rahim, N. F. A. (2020). Perceived Human Resource Management Practices and Intention to Stay in Private Higher Education Institutions in Malaysia: The Role of Organizational Citizenship Behaviour. Global Business Review. https://doi.org/10.1177/0972150920950906
Hazeen Fathima, M., & Umarani, C. (2023). Fairness in human resource management practices and engineers’ intention to stay in Indian construction firms. Employee Relations, 45(1), 156–171. https://doi.org/10.1108/ER-07-2021-0308
Kim, S. W., Price, J. L., & Watson, T. W. (1996). The Determinants of Career Intent Among Physicians at a U.S. Air Force Hospital. Human Relation , 49(7), 947–976. https://doi.org/10.1177/001872679604900704
Langford, P. H. (2009). Measuring organisational climate and employee engagement: Evidence: For a 7 Ps model of work practices and outcomes. Australian Journal of Psychology, 61(4), 185–198. https://doi.org/10.1080/00049530802579481
Lee, J. Y., & Shin, J. H. (2020). Why do they stay? Intention to stay among registered nurses in nursing homes. International Journal of Environmental Research and Public Health, 17(22), 1–16. https://doi.org/10.3390/ijerph17228485
Lyons, T. (1981). Propensity to leave scale of 1971. In: Cook JD, Hepworth SJ, Wall TD, Warr PB (eds)Experience of Work: A Compendium and Review of 249 Measures and their Use. Academic Press.
Mappamiring, M., Akob, M., & Putra, A. H. P. K. (2020). What millennial workers want? Turnover or intention to stay in company. Journal of Asian Finance, Economics and Business, 7(5), 237–248. https://doi.org/10.13106/JAFEB.2020.VOL7.NO5.237
Meyer, J. P., Allen, N. J., & Smith, C. A. (1993). Commitment to organizations and occupations: Extension and test of a three-component conceptualization. Journal of Applied Psychology, 78(4), 538–551. https://psycnet.apa.org/record/1993-47410-001
Milliman, J., Gatling, A., & Kim, J. (Sunny). (2018). The effect of workplace spirituality on hospitality employee engagement, intention to stay, and service delivery. Journal of Hospitality and Tourism Management, 35, 56–65. https://doi.org/10.1016/j.jhtm.2018.03.002
Mrayyan, M. T. (2008). Hospital organizational climates and nurses’ intent to stay: Differences between units and wards. Contemporary Nurse, 27(2), 223–236. https://doi.org/10.5172/conu.2008.27.2.223
Mueller, D. J. (1986). Measuring social attitudes: A handbook for researchers and practitioners. Teachers’ College Press. https://cir.nii.ac.jp/crid/1130000794998094848
Presbitero, A., & Teng-Calleja, M. (2020a). Employee Intention to Stay in an Organization: Examining the Role of Calling and Perceived Supervisor Support Through the Theoretical Lens of Work as Calling. Journal of Career Assessment, 28(2), 320–336. https://doi.org/10.1177/1069072719858389
Presbitero, A., & Teng-Calleja, M. (2020b). Employee Intention to Stay in an Organization: Examining the Role of Calling and Perceived Supervisor Support Through the Theoretical Lens of Work as Calling. Journal of Career Assessment, 28(2), 320–336. https://doi.org/10.1177/1069072719858389
Price, J. L., & Mueller, C. W. (1981). A Causal Model of Turnover for Nurses. In Source: The Academy of Management Journal (Vol. 24, Issue 3). https://www.jstor.org/stable/255574
Sapar, L. C., & Oducado, R. M. F. (2021). Revisiting job satisfaction and intention to stay: A cross-sectional study among hospital nurses in the Philippines. Nurse Media Journal of Nursing, 11(2), 133–143. https://doi.org/10.14710/NMJN.V11I2.36557
Satoh, M., Watanabe, I., & Asakura, K. (2018). Determinants strengthening japanese nurses’ intention to stay at their current hospital. Tohoku Journal of Experimental Medicine, 246(3), 175–182. https://doi.org/10.1620/tjem.246.175
Sayin, F. K., Denton, M., Brookman, C., Davies, S., Chowhan, J., & Zeytinoglu, I. U. (2021). The role of work intensification in intention to stay: A study of personal support workers in home and community care in Ontario, Canada. Economic and Industrial Democracy, 42(4), 917–936. https://doi.org/10.1177/0143831X18818325
Tett, R. P., & Meyer, J. P. (1993a). Job Satisfaction, Organizational Commitment, Turnover Intention, And Turnover: Path Analyses Based On Meta-Analytic Findings. Personel Psychology , 46(2), 259–293. https://doi.org/10.1111/j.1744-6570.1993.tb00874.x
Tett, R. P., & Meyer, J. P. (1993b). Job satisfaction, organizational commitment, turnover intention, and turnover: path analyses based on meta-analytical findings. Personnel Psychology, 46(2), 259–293. https://doi.org/10.1111/j.1744-6570.1993.tb00874.x
Tsang, S. S., & Nguyen, T. V. T. (2023). Sociocultural adaptation and job satisfaction as mediators between cultural competence and intention to stay among Vietnamese workers in Taiwan. Humanities and Social Sciences Communications, 10(1). https://doi.org/10.1057/s41599-023-01798-5
Uraon, R. S. (2018). Examining the Impact of HRD Practices on Organizational Commitment and Intention to Stay Within Selected Software Companies in India. Advances in Developing Human Resources, 20(1), 11–43. https://doi.org/10.1177/1523422317741691
Van Vianen, A. E. M., Rosenauer, D., Homan, A. C., Horstmeier, C. A. L., & Voelpel, S. C. (2018). Career mentoring in context: A multilevel study on differentiated career mentoring and career mentoring climate. Human Resource Management, 57(2), 583–599. https://doi.org/10.1002/hrm.21879
Veloutsou, C. A., & Panigyrakis, G. G. (2004). Consumer Brand Managers’ Job Stress, Job Satisfaction, Perceived Performance and Intention to Leave. Journal of Marketing Management, 20(1–2), 105–131. https://doi.org/10.1362/026725704773041140
Xiayan, P., Yusoff, Y. M., & Bohari, A. M. (2021). How Do Human Resource Management Practices Matter in Young Employees’ Intention to Stay in Chinese State-owned Enterprises? Global Business Review. https://doi.org/10.1177/0972150920984918
Yeung, D. Y., Zhou, X., & Chong, S. (2021). Perceived age discrimination in the workplace: the mediating roles of job resources and demands. Journal of Managerial Psychology, 36(6), 505–519. https://doi.org/10.1108/JMP-04-2020-0185
Published
2024-08-31
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Copyright (c) 2024 Hayyumu Farina Nurhalizah, Ahmad Rizki Sridadi, Anis Eliyana
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