Article Per Year (5 Year)
p-Index From 2021 - 2026
0.23
P-Index
This Author published in this journals
All Journal Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah
Femayla Destiana Putri
Universitas Esa Unggul
Agriculture, Biological Sciences & Forestry Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Industrial & Manufacturing Engineering Social Sciences

Published : 1 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 1 Documents
Search

 1 
Pengaruh Work Stress dan Employee Engagement Terhadap Turnover Intention dengan Employee Well-Being Sebagai Variabel Mediasi Femayla Destiana Putri; Yunata Khandias Akbar; Rojuaniah Rojuaniah; Erlina Puspitaloka Mahadewi
Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah Vol. 8 No. 9 (2026): Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah
Publisher : Intitut Agama Islam Nasional Laa Roiba Bogor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47467/alkharaj.v8i9.13029

Abstract

High employee turnover remains a major challenge for financing companies as it can increase recruitment costs, disrupt organizational operations, and result in the loss of competent employees. Several factors may contribute to this issue, including work stress, employee engagement, and employee well-being. Therefore, this study aims to examine the effects of work stress and employee engagement on turnover intention, with employee well-being serving as a mediating variable. This study employed a quantitative approach using a survey method involving employees of financing companies in Jakarta. A total of 170 respondents participated in the study, and the data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The findings reveal that work stress positively affects turnover intention and negatively affects employee well-being. Employee engagement positively affects employee well-being but has no effect on turnover intention. Furthermore, employee well-being negatively affects turnover intention and mediates the relationships between work stress and turnover intention as well as between employee engagement and turnover intention. These findings highlight the important role of employee well-being in reducing turnover intention. Therefore, employee well-being should be prioritized as part of human resource management strategies to reduce turnover intention and improve employee retention.
Co-Authors Mahadewi, Erlina Puspitaloka Rojuaniah Rojuaniah Yunata Khandias Akbar