Turnover Intention in Textile Organization: The Role of Intrinsic Motivation and Job Satisfaction in Mitigating The Intention Romat Saragih, Bachruddin Saleh Luturlean, Arif Partono Prasetio, Rahmawati Suci Hidaya4, Putu Nena Purwasasti
School of Communication & Business, Telkom University, Bandung, Indonesia
School of Economic & Business, Telkom University, Bandung, Indonesia
Abstract
This study analyzes the relationship between intrinsic motivation, job satisfaction, and turnover intention in the textile organization. High employee turnover rates can harm the organization that they have to replace the departing employee. This replacement will need cost, time, and effort. In the end, it will impact on organization performance. The textile industry faces an enormous amount of turnover due to low entry and exit barriers for employees.
We distributed 200 questionnaires to the human resources department and get 150 useable responses. We examined the mediation of job satisfaction in the relationship between intrinsic motivation and turnover intention using the Macro Process and SPSS.
The results showed that intrinsic motivation and job satisfaction had a significant and negative effect on turnover intention. While intrinsic motivation positively affecting job satisfaction. The result from the mediation analysis found that job satisfaction mediates the relationship between the intrinsic motivation and turnover intention variables. Thus, an organization needs to improve motivation and job satisfaction levels. Another important thing is an organization also needs to watch the labor market to make sure that their offer can match the competitor so their employees will not be attracted by competitors.
