The Influence of Work-Family Conflict and Job Satisfaction on Turnover Intention with Organizational Commitment as a Mediation Variable in Bebek Tepi Sawah Employees Restaurant Ubud

International Journal of Current Science Research and Review Pub Date : 2024-03-11 DOI:10.47191/ijcsrr/v7-i3-12

I. K. T. A. Warmadewa, I. M. Amerta, Ida Bagus Udayana Putra, I. G. A. Panca Dewi

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Abstract

This research aims to determine the influence of work-family conflict and job satisfaction on turnover intention with organizational commitment as a mediating variable in Bebek Tepi Sawah Restaurant Ubud employees. The sample in this study included all employees of Bebek Tepi Sawah Restaurant Ubud. The number of samples in this study was 62 people. Testing the research hypothesis uses the Partial Least Square (PLS) application. The results of this research show that: (1) Work family conflict has a positive and significant effect on turnover intention. (2) Job satisfaction has a positive and significant effect on turnover intention. (3) Work family conflict has a positive and insignificant effect on organizational commitment. (4) Job satisfaction has a negative and significant effect on organizational commitment. (5) Organizational commitment has a negative and significant effect on turnover intention. (6) Organizational commitment does not mediate the relationship between work family conflict and turnover intention. (7) Organizational commitment partially mediates the relationship between job satisfaction and turnover intention.

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以乌布 Bebek Tepi Sawah 员工餐厅的组织承诺为中介变量，研究工作-家庭冲突和工作满意度对离职意向的影响

本研究旨在确定工作-家庭冲突和工作满意度对乌布 Bebek Tepi Sawah 餐厅员工离职意向的影响，并以组织承诺作为中介变量。本研究的样本包括乌布 Bebek Tepi Sawah 餐厅的所有员工。本研究的样本数量为 62 人。使用偏最小平方法（PLS）对研究假设进行检验。研究结果表明(1) 工作家庭冲突对离职意向有积极而显著的影响。(2) 工作满意度对离职意向有积极而显著的影响。(3) 工作家庭冲突对组织承诺有积极而不明显的影响。(4) 工作满意度对组织承诺有显著的负向影响。(5) 组织承诺对离职意向有显著的负向影响。(6) 组织承诺对工作家庭冲突与离职意向之间的关系没有中介作用。(7) 组织承诺部分调解了工作满意度与离职意向之间的关系。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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International Journal of Current Science Research and Review

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