Maharani Maharani, Syamsul Hadi, Kusuma Chandra Kirana

The Influence of Occupational Stress on Turnover Intention with Perceived Labor Market Condition as a Mediating Variable at PT IMB Yogyakarta

Introduction

The influence of occupational stress on turnover intention with perceived labor market condition as a mediating variable at pt imb yogyakarta. Occupational stress impacts turnover. Perceived limited job opportunities delay resignation under stress. Critical for HR strategy at PT IMB.

Abstract

Purpose - This study aims to examine the influence of occupational stress on employees' turnover intention at PT IMB Yogyakarta, with perceived labor market condition as a mediating variable. Design/methodology/approach - The approach used in this study is quantitative with a survey method. The research sample consisted of 94 employees at PT IMB Yogyakarta selected using a non probability sampling.technique. Data analysis was conducted using Partial Least Squares Structural Equation Modeling (PLS-SEM) with the SmartPLS software. Originality - This study contributes to the understanding of how occupational stress impacts employees' intention to leave an organization, and how perceived labor market condition plays a role in mediating that relationship, especially within the high-pressure work culture context of a private company. Findings and Discussion - The findings indicate that occupational stress has a positive and significant effect on turnover intention. However, perceived labor market condition also plays an important role by mediating the impact of stress. Employees who perceive that external job opportunities are limited may delay their resignation decisions even under stressful conditions. Conclusion - These results suggest that reducing occupational stress and improving job satisfaction are essential to retaining employees. Additionally, understanding the dynamics of perceived labor market conditions can help companies develop better HR strategies in competitive environments.

Review

This study tackles a highly relevant and critical topic in human resource management by investigating the influence of occupational stress on turnover intention, specifically introducing perceived labor market condition as a mediating variable. The clear objective to understand these relationships within a specific organizational context, PT IMB Yogyakarta, is commendable. The chosen quantitative approach utilizing a survey method and advanced PLS-SEM analysis provides a rigorous framework for examining the proposed model. A significant strength lies in the exploration of perceived labor market conditions, which offers a more nuanced understanding of employee decision-making and contributes valuable insight beyond a direct stress-turnover link, particularly in a potentially high-pressure work environment. While the study provides valuable contributions, several methodological aspects could be enhanced. The reliance on a sample of 94 employees from a single company, coupled with a non-probability sampling technique, inherently limits the generalizability of the findings to a broader population or different organizational contexts. While PLS-SEM can accommodate smaller samples, a larger, more diverse sample across various organizations would significantly strengthen the external validity. Furthermore, as a cross-sectional study, it establishes correlations but cannot definitively infer causality between occupational stress, perceived labor market conditions, and actual turnover. The abstract mentions a "high-pressure work culture context," but the specific operationalization or unique implications of this context are not elaborated, making it difficult to fully appreciate its impact on the reported findings. Despite these limitations, the findings, indicating a positive and significant effect of occupational stress on turnover intention and the important mediating role of perceived labor market conditions, are crucial for organizations. The practical implications, emphasizing the need to reduce occupational stress, improve job satisfaction, and understand labor market dynamics for effective HR strategies, are well-articulated. For future research, conducting longitudinal studies would be instrumental in establishing stronger causal links. Expanding the sample to include a larger, more diverse set of organizations using probability sampling techniques would enhance the generalizability of the results. Moreover, incorporating qualitative methods could provide deeper insights into the lived experiences of employees and their perceptions of stress and market conditions.

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