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Job satisfaction, psychological contracts, and turnover intention:Role of social support as a mediator

Retno Dwiyanti, Hazalizah Binti Hamzah and Nurul Binti Abas
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Retno Dwiyanti: Universitas Muhammadiyah Purwokerto, Jl. Raya Dukuhwaluh Purwokerto, Indonesia 53182Universiti Pendidikan Sultan Idris Malaysia, Tanjong Malim, Perak Darul Ridzuan 35900, Malaysia
Hazalizah Binti Hamzah: Universiti Pendidikan Sultan Idris Malaysia, Tanjong Malim, Perak Darul Ridzuan 35900, Malaysia
Nurul Binti Abas: Universiti Pendidikan Sultan Idris Malaysia, Tanjong Malim, Perak Darul Ridzuan 35900, Malaysia

International Journal of Research in Business and Social Science (2147-4478), 2019, vol. 8, issue 6, 96-100

Abstract: Employee turnover is a classic problem that is often faced by entrepreneurs. The behavior of employees who move from one company to another can be an indication of employee dissatisfaction with the company and the lack of good relations between employees and the company. Social support can increase the likelihood that employees will be tied to work as social support can help individuals overcome work problems. The sample of this research was 274 retail company sales employees in Purwokerto. Data were collected using the work satisfaction scale, psychological contract scale, and turnover intention questionnaire. The results showed that there was no effect on job satisfaction and Psychological contracts on Turnover Intention by using social support as a mediating variable, VAF was less than 20%. While the relationship between psychological contracts and turnover intention is significant. Key Words: Job Satisfaction, Psychological Contract, Social Support, Turnover Intention

Date: 2019
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