Effect of job design and organizational commitment to employee retention in a lighting company

https://doi.org/10.21744/lingcure.v5nS3.1834

Authors

  • Andy Soenanta Faculty of Economics. Universitas Negeri Jakarta, Indonesia
  • Maruf Akbar Faculty of Education Universitas Negeri Jakarta, Indonesia
  • Rd. Tuty Sariwulan Faculty of Economics. Universitas Negeri Jakarta, Indonesia

Keywords:

competitiveness, employee retention, employee turnover, job design, organizational commitment

Abstract

Employee retention is a common issue in lighting companies due to its competitiveness in the industry. The objective of this research is to study the effect of job design and organizational commitment on employee retention in a lighting company. The quantitative approach used in this research with survey method. The sample size for this research was 204 employees selected randomly. The data were obtained by distributing a questionnaire and analyzed by using path analysis. The result of the research can be concluded that: 1) job design and organizational commitment had a positive direct effect on employee’s retention; 2) job design had a positive direct effect on organizational commitment. The implication is that weak or strong retention needs to be considered in company management because it will have an impact on the tendency or resilience of employee turnover.

Downloads

Download data is not yet available.

References

Aghdasi, S., Kiamanesh, A. R., & Ebrahim, A. N. (2011). Emotional intelligence and organizational commitment: Testing the mediatory role of occupational stress and job satisfaction. Procedia-Social and Behavioral Sciences, 29, 1965-1976. https://doi.org/10.1016/j.sbspro.2011.11.447

Ahammad, M. F., Tarba, S. Y., Liu, Y., & Glaister, K. W. (2016). Knowledge transfer and cross-border acquisition performance: The impact of cultural distance and employee retention. International business review, 25(1), 66-75. https://doi.org/10.1016/j.ibusrev.2014.06.015

Ali, M. H., & Aroosiya, M. (2015). Impact of job design on employees’ performance (with special reference to school teachers in the Kalmunai zone). International Conference on Business & Information.

Asuah-Duodu, E., Smith, S. P., & Thein, P. W. L. (2019). Relationship of Job Design, Organizational Commitment on Compensations of Physicians In A Private Hospital, Philippines. In Abstract Proceedings International Scholars Conference (Vol. 7, No. 1, pp. 1067-1086).

Atak, M., & Erturgut, R. (2010). An empirical analysis on the relation between learning organization and organizational commitment. Procedia-social and behavioral sciences, 2(2), 3472-3476. https://doi.org/10.1016/j.sbspro.2010.03.537

Bangwal, D., Tiwari, P., & Chamola, P. (2017). Workplace design features, job satisfaction, and organization commitment. SAGE Open, 7(3), 2158244017716708.

Bansal, S. (2014). Employee retention strategies. International Journals of Research Management and Social Sciences, 22, 62.

Colquitt, J., Lepine, J. A., & Wesson, M. J. (2014). Organizational Behavior: Improving Performance and Commitment in the Workplace (4e). New York, NY, USA: McGraw-Hill.

Cooper, D. J. (2011). Leadership for Follower Commitment. New York: Routledge.

Currivan, D. B. (1999). The causal order of job satisfaction and organizational commitment in models of employee turnover. Human resource management review, 9(4), 495-524. https://doi.org/10.1016/S1053-4822(99)00031-5

De Long, D. W., & Davenport, T. (2003). Better practices for retaining organizational knowledge: Lessons from the leading edge. Employment Relations Today, 30(3), 51.

Dwiarta, M. B. (2010). Analysis of Job Characteristics and Promotional Opportunities Against Intention to Quit Through Job Satisfaction and Employee Commitment in Three- and Four-Star Hotels in Surabaya. Surabaya: Airlangga University.

Eisenhardt, K. M. (1985). Control: Organizational and economic approaches. Management science, 31(2), 134-149.

George, R. (2013). The effect of Leadership styles on Job-stress-related Presenteeism (Doctoral dissertation, University of Pretoria).

Kataike, S. (2013). Relationship between talent management and employee retention in commercial banks in Kenya (Doctoral dissertation, University of Nairobi).

Kennedy, E., & Daim, T. U. (2010). A strategy to assist management in workforce engagement and employee retention in the high tech engineering environment. Evaluation and program planning, 33(4), 468-476. https://doi.org/10.1016/j.evalprogplan.2009.12.001

Kotler, P., & Keller, K. L. (2003). Marketing Management, New Jersey. PrenticeHall International.

Kozak, M., & Rimmington, M. (1999). Measuring tourist destination competitiveness: conceptual considerations and empirical findings. International Journal of Hospitality Management, 18(3), 273-283. https://doi.org/10.1016/S0278-4319(99)00034-1

Kustina, K.T., Dewi, G.A.A.O., Prena, G.D., Suryasa, W. (2019). Branchless banking, third-party funds, and profitability evidence reference to banking sector in indonesia. Journal of Advanced Research in Dynamical and Control Systems, 11(2), 290-299.

Luthan, F. (2011). Organizational Behaviour: An Evidence Based Approach. New York: McGraw-Hill/Irwin

Man, T. W., Lau, T., & Chan, K. F. (2002). The competitiveness of small and medium enterprises: A conceptualization with focus on entrepreneurial competencies. Journal of business venturing, 17(2), 123-142. https://doi.org/10.1016/S0883-9026(00)00058-6

Manuaba, I. A. P. U., & Darma, G. S. (2021). Examining recruitment strategies and millennial employee selection. International Research Journal of Management, IT and Social Sciences, 8(1), 110-122. https://doi.org/10.21744/irjmis.v8n1.1140

Masihabadi, A., Rajaei, A., Shams Koloukhi, A., & Parsian, D. (2015). Effects of stress on auditors' organizational commitment, job satisfaction, and job performance. International Journal of Organizational Leadership, 4, 303-314.

Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human resource management review, 1(1), 61-89. https://doi.org/10.1016/1053-4822(91)90011-Z

Meyer, J. P., & Natalie, J. A. (2002). Commitment in the Worplace Theory Research and Application. California: Sage Publications.

Oladapo, V. (2014). The impact of talent management on retention. Journal of business studies quarterly, 5(3), 19.

Ozolina-Ozola, I. (2014). The impact of human resource management practices on employee turnover. Procedia-Social and Behavioral Sciences, 156, 223-226. https://doi.org/10.1016/j.sbspro.2014.11.178

Pearce, J. L., Tsui, A. S., Porter, L. W., & Hite, J. P. (1995). Choice of employee-organization relationship: Influence of external and internal organizational factors. Research in personnel and human resources management, 13, 117-151.

Pee, L. G., & Lee, J. (2015). Intrinsically motivating employees’ online knowledge sharing: Understanding the effects of job design. International Journal of Information Management, 35(6), 679-690. https://doi.org/10.1016/j.ijinfomgt.2015.08.002

Phillips, J. J., & Connell, A. O. (2004). Managing employee retention. Routledge.

Rismayani, R., Wahyuningtyas, R., & Disastra, G. M. (2021). Resource-based framework for assessing cooperative institutional’s global competitiveness as small medium enterprise (SME). Linguistics and Culture Review, 5(S1), 1436-1448. https://doi.org/10.21744/lingcure.v5nS1.1723

Robbins, S. P. (2006). Essentials of Organization Behavior. New Jersey: Prentice-Hall International Inc.

Rogers, E. W. (2001). A theoretical look at firm performance in high-tech organizations: what does existing theory tell us?. The Journal of High Technology Management Research, 12(1), 39-61.

Sariwulan, T., Capnary, M. C., & Agung, I. (2019). Contribution indicators of work stress and employee organizational commitments case study. Business: Theory and Practice, 20, 293-302.

Schermerhorn, Jr., John, R., Richard, N. O., Mary, U. B., & James, G. H. (2010). Organizational Behavior, 12th ed. Hoboken: John Wiley & Sons, Inc.

Thamrin, A., Ridjal, S., Syukur, M., Akib, H., & Syamsiar, S. (2021). Reframing the competitiveness strategy of Bugis traders based on spiritual entrepreneurship after the COVID-19 pandemic in Indonesia. Linguistics and Culture Review, 5(S1), 1449-1466. https://doi.org/10.21744/lingcure.v5nS1.1733

Velnampy, T., & Aravinthan, S. A. (2013). Occupational stress and organizational commitment in private banks: A Sri Lankan experience.

Whittington, J. L., Goodwin, V. L., & Murray, B. (2004). Transformational leadership, goal difficulty, and job design: Independent and interactive effects on employee outcomes. The Leadership Quarterly, 15(5), 593-606. https://doi.org/10.1016/j.leaqua.2004.07.001

Wisenthige, K., & Guoping, C. (2016). Firm level competitiveness of small and medium enterprises (SMEs): analytical framework based on pillars of competitiveness model. International Research Journal of Management, IT and Social Sciences, 3(9), 61-67.

Published

2021-11-25

How to Cite

Soenanta, A., Akbar, M., & Sariwulan, R. T. (2021). Effect of job design and organizational commitment to employee retention in a lighting company. Linguistics and Culture Review, 5(S3), 1161-1171. https://doi.org/10.21744/lingcure.v5nS3.1834