The Effect of Working Stress and Organizational Commitment on Turnover Intentions with Organizational Culture as Intervening Variable among Middle Managers in Indonesia

Abstract

The purpose of this analysis is to look at the determinants of turnover intentions among managers in Indonesia. Based on existing, we hypothesized that Organizational Culture is a mediator in the relationship between Work Stress, Organizational Commitment towards turnover intention in Indonesia. The respondent is clustered in middle managers from 2 industries: manufacturing and service. A total of 215 questionnaires were returned from the middle managers' level. The data were analyzed using Structural Equation Model - Linear Structural Relationship (SEM LISREL). There are 5 hypothesis questions to be proved. With results: work stress negative and significant affecting organization culture, Organization Commitment positive and significant affecting the culture, stress is positive and significant affecting turnover while both commitment and culture has negative-significant impact towards turnover intentions. This research was made due to very little or none similar research in Indonesia with the respondent middle management level. The findings provide new insights into the field of international human resources in growing MNCs and service businesses.