Aulia Aulia, Dimas Brian Adi Putra, Frida Amalia, Hafiz Alpradisa, Alfi Purnamasari

Perceived Organizational Support and Turnover Intention: Mediating Effects of Satisfaction and Stress of Palm Oil Harvester

Introduction

Perceived organizational support and turnover intention: mediating effects of satisfaction and stress of palm oil harvester. Study perceived organizational support, turnover intention, job satisfaction, and job stress in palm oil harvesters. Finds job stress partially mediates the relationship, providing HR strategy insights.

Abstract

Turnover is a persistent issue within organizations. Its impact can have both direct and indirect effects on the company. A high rate of turnover intention can lead to instability in the organizational structure, which may subsequently decrease the effectiveness and efficiency of the company’s operations. This study examines the roles of job satisfaction and job stress in mediating the relationship between perceived organizational support and turnover intention. The research employs a quantitative approach using a cross-sectional study design. The characteristic population for this study consists of oil palm harvester employees at PT XY, and a saturated sampling technique was utilized, resulting in a total sample of 145 oil palm harvesters. The instruments employed in the study include the perceived organizational support scale, job satisfaction scale, job stress scale, and turnover intention scale. The findings indicate that job stress partially mediates the relationship between perceived organizational support and turnover intention (β=-0.348, p<0.01) among harvesting employees. Meanwhile, job satisfaction does not mediate this relationship (β=-0.058, p>0.01) for the harvester employees at PT XY. These findings provide practical insights for human resource strategies aimed at reducing employee turnover, particularly in labor-intensive plantation sectors.

Review

This study, titled 'Perceived Organizational Support and Turnover Intention: Mediating Effects of Satisfaction and Stress of Palm Oil Harvester,' addresses a highly relevant and persistent challenge in organizational management: employee turnover. By focusing on oil palm harvesters, a specific and often overlooked segment of the labor force in labor-intensive plantation sectors, the research aims to unravel the complex interplay between perceived organizational support (POS) and turnover intention, specifically exploring the mediating roles of job satisfaction and job stress. The stated objective is clear, and the chosen context offers a unique and valuable contribution to the existing literature on organizational behavior and human resource management. Methodologically, the study employs a quantitative, cross-sectional design, which is appropriate for examining relationships between variables at a specific point in time. The use of saturated sampling with 145 oil palm harvesters from PT XY ensures a comprehensive capture of the target population within that specific organizational context. The reliance on established scales for measuring POS, job satisfaction, job stress, and turnover intention lends credibility to the data collection process. The findings offer distinct insights: job stress was identified as a significant partial mediator between perceived organizational support and turnover intention, demonstrating a clear negative association (β=-0.348, p<0.01). Conversely, job satisfaction did not exhibit a mediating effect in this relationship (β=-0.058, p>0.01), which is a noteworthy divergence from some general organizational behavior theories and warrants further investigation into the specific nuances of this workforce. While the study provides valuable practical insights for human resource strategies in the plantation sector, particularly regarding stress management, a few limitations warrant consideration. The cross-sectional design, while effective for identifying associations, inherently limits the ability to establish definitive causal relationships. Future research employing longitudinal designs would significantly strengthen the causal inferences. Furthermore, the findings are derived from a single company and a very specific population, which may restrict the generalizability of the results to broader industrial contexts or even other plantation types. However, this specificity also serves as a strength, providing deep insights into a niche labor group. The non-mediation role of job satisfaction is particularly intriguing and suggests that for this particular workforce, addressing stressors might be a more direct route to reducing turnover intention than solely focusing on general satisfaction, prompting further qualitative inquiry into their specific job motivators and dissatisfiers. Future studies could explore additional mediators or moderators, or replicate this research across different plantation companies or regions to enhance external validity.

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