Turnover Intention : A systematic literature review (SLR)
DOI:
https://doi.org/10.30737/ekonika.v9i2.5593Keywords:
Turnover Intention, Turnover, Systematic literature review, PRISMAAbstract
The purpose of this research is to systematically review existing research regards Turnover Intention in organization. Besides, the purpose of writing this article is to find out the factors that cause Turnover, so that companies can anticipate and maintain existing human resources. Because the issue of Turnover Intention is a very big thing at this time also detrimental to the company such as loss. All articles that cited have been systematically review by author. Author filtered with quality of articles from Q1 until Q2, it will strengthen the validity and reliability of articles that will be reviewed. The findings from our study indicate that research using the Systematic Literature Review (SLR) method shows various variables that can support Turnover Intention. Antecedent variables that come from external factors, namely organization, culture, leadership and internal factors. In addition, there are mediating and moderating variables that can strengthen the relationship between antecedents and Turnover Intention, for example trust in supervisor, commitment, job embeddedness. The review has several limitations that require further research. Conduct research focused only on certain sectors, so that it will be more visible the appropriate culture to implement Turnover-related problem solving.
Downloads
References
Aldarmaki, O., & Kasim, N. (2019). Leadership Style and Turnover Intention: The Moderating Role of Supervisor Trust. International Journal of Recent Technology and Engineering, 8(2 Special Issue 2), 310–315. https://doi.org/https://doi.org/10.35940/ijrte.B1054.0782S219
Amankwaa, A., Seet, P. S., & Susomrith, P. (2022). Tackling hotel employees’ turnover: A moderated-mediation analysis of transformational leadership, organisational embeddedness, and community embeddedness. Journal of Hospitality and Tourism Management, 51, 67–78. https://doi.org/https://doi.org/10.1016/j.jhtm.2022.02.029
Bachtiar, P., Vandenberg, P., & Sawiji, H. (2022). City-Level Tech Startup Ecosystems and Talent Development in Indonesia. https://doi.org/https://doi.org/10.22617/BRF220512-2
Bayode, O. T., & Duarte, A. P. (2022). Examining the Mediating Role of Work Engagement in the Relationship between Corporate Social Responsibility and Turnover Intention: Evidence from Nigeria. Administrative Sciences, 12(4). https://doi.org/https://doi.org/10.3390/admsci12040150
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/https://doi.org/10.1111/ijmr.12294
Devi, S., Vasudevan, A., Subramaniam, K., Kalsom, U., & Sam, T. H. (2022). TURNOVER INTENTIONS AMONG GEN Y IN MALAYSIA’S BANKING INDUSTRY. International Journal of Management and Sustainability, 11(3), 147–160. https://doi.org/https://doi.org/10.18488/11.v11i3.3126
Eberly, M. B., Bluhm, D. J., Guarana, C., Avolio, B. J., & Hannah, S. T. (2017). Staying after the storm: How transformational leadership relates to follower turnover intentions in extreme contexts. Journal of Vocational Behavior, 102, 72–85. https://doi.org/https://doi.org/10.1016/j.jvb.2017.07.004
Ezaili Alias, N., Hazieqah Rohmanan, N., Ismail, S., Koe, W.-L., & Othman, R. (2018). Factors Influencing Turnover Intention in a Malaysian Manufacturing Company. KnE Social Sciences, 3(10), 771. https://doi.org/https://doi.org/10.18502/kss.v3i10.3171
Hobfoll, S. E., Halbesleben, J., Neveu, J.-P., & Westman, M. (2018). Annual Review of Organizational Psychology and Organizational Behavior Conservation of Resources in the Organizational Context: The Reality of Resources and Their Consequences. Annu. Rev. Organ. Psychol. Organ. Behav, 5, 103–131. https://doi.org/https://doi.org/10.1146/annurev-orgpsych
Hussain, T., & Deery, S. (2018). Why do self-initiated expatriates quit their jobs: The role of job embeddedness and shocks in explaining turnover intentions. International Business Review, 27(1), 281–288. https://doi.org/https://doi.org/10.1016/j.ibusrev.2017.08.002
Lee, T. W., Hom, P. W., Eberly, M. B., Li, J., & Mitchell, T. R. (2017). On The Next Decade of Research in Voluntary Employee Turnover. Academy of Management Perspectives, 31(3), 201-221.
Martadiani, A. A. M., Supartha, I. W. G., Manuati, D. I. G. A., & Riana, I. G. (2022). THE ROLE OF JOB SATISFACTION AND EMBEDDEDNESS IN MANAGING TURNOVER INTENTION IN HEALTHCARE INDUSTRIES. Polish Journal of Management Studies, 25(1), 228–241. https://doi.org/https://doi.org/10.17512/pjms.2022.25.1.14
Mathis, L. R., & Jackson, H. J. (2010). Human Resource Management (Thirteenth). South-Western: Cengage learning.
Nguyen, C. N., Hoang, G., & Luu, T. T. (2023). Frontline employees’ turnover intentions in tourism and hospitality sectors: A systematic literature review and research agenda. Tourism Management Perspectives, 49. https://doi.org/https://doi.org/10.1016/j.tmp.2023.101197
Pepple, D. G., Akinsowon, P., & Oyelere, M. (2023). Employee Commitment and Turnover Intention: Perspectives from the Nigerian Public Sector. Public Organization Review, 23(2), 739–757. https://doi.org/https://doi.org/10.1007/s11115-021-00577-7
Rawashdeh, A. M., Elayan, M. B., Shamout, M. D., & Hamouche, S. (2022). Human resource development and turnover intention: organizational commitment’s role as a mediating variable. European Journal of Management and Business Economics, 31(4), 469–484. https://doi.org/https://doi.org/10.1108/EJMBE-12-2021-0343
Santoso, B., Wibowo, A., Effendi, M. S., Narmaditya, B. S., & Fahrizal, I. (2023). DOES ORGANIZATIONAL CLIMATE MODERATE COMPENSATION FOR TURNOVER INTENTION? LESSON FROM SHARIA BANKS. Corporate Governance and Organizational Behavior Review, 7(4), 60–69. https://doi.org/https://doi.org/10.22495/cgobrv7i4p5
Supi, N., Wirawan Irawanto, D., & Puspaningrum, A. (2023). Talent management practices and turnover intention: The role of perceived distributive justice and perceived organizational support. Cogent Business and Management, 10(3). https://doi.org/https://doi.org/10.1080/23311975.2023.2265089
Wubetie, A., Taye, B., & Girma, B. (2020). Magnitude of turnover intention and associated factors among nurses working in emergency departments of governmental hospitals in Addis Ababa, Ethiopia: a cross-sectional institutional based study. BMC Nursing, 19(1). https://doi.org/https://doi.org/10.1186/s12912-020-00490-2
Yada, T., Räikkönen, E., Imai-Matsumura, K., Shimada, H., Koike, R., & Jäppinen, A. K. (2020). Prosociality as a mediator between teacher collaboration and turnover intention. International Journal of Educational Management, 34(3), 535–548. https://doi.org/https://doi.org/10.1108/IJEM-10-2018-0309
Yasin, R., Namoco, S. O., Jauhar, J., Abdul Rahim, N. F., & Zia, N. U. (2021). Responsible leadership an obstacle for turnover intention. Social Responsibility Journal, 17(8), 1175–1192. https://doi.org/https://doi.org/10.1108/SRJ-03-2020-0092
Published
How to Cite
Issue
Section
License
Copyright (c) 2024 Hanindya Febridiyanti, Nuri Herachwati
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
Authors who publish with Jurnal Ekonika: Jurnal Ekonomi Universitas Kadiri agree to the following terms:
1. Authors retain copyright and grant the journal right of first publication with the work simultaneously licensed under a Creative Commons Attribution-ShareAlike 4.0 International License. that allows others to share the work with an acknowledgment of the work's authorship and initial publication in this journal.
2. Authors can enter into separate, additional contractual arrangements for the non-exclusive distribution of the journal's published version of the work (e.g., post it to an institutional repository or publish it in a book), with an acknowledgment of its initial publication in this journal.
3. Authors are permitted and encouraged to post their work online (e.g., in institutional repositories or on their website) before and during the submission process, as it can lead to productive exchanges, as well as earlier and greater citation of published work (See The Effect of Open Access).
