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All Journal Al-Kharaj: Journal of Islamic Economic and Business
Muttaqillah
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Economics, Econometrics & Finance

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The Effect Of Employee Relations And Compensation On Turnover Intention: The Mediating Role Of Work Stress Among Pt. Bank Mandiri Employees In Mataram City Ainnun Zahriahtun; Muttaqillah
Al-Kharaj: Journal of Islamic Economic and Business Vol. 8 No. 1 (2026): All articles in this issue include authors from 3 countries of origin (Indonesi
Publisher : LP2M IAIN Palopo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24256/kharaj.v8i1.9495

Abstract

This study examines the influence of employee relations and compensation on turnover intention, with work stress as a mediating variable among 67 employees of PT. Bank Mandiri in Mataram City, addressing retention challenges in Indonesia's banking sector where turnover rates exceed national averages. Employing a quantitative causal-associative design, data were collected through validated questionnaires and analyzed using Structural Equation Modeling with Partial Least Squares (SEM-PLS). The findings reveal that employee relations exert a strong negative effect on turnover intention (β = −0.624, p < 0.05), while compensation demonstrates a strong positive effect on work stress (β = 0.857, p < 0.05) but no significant direct impact on turnover intention (β = 0.150, p > 0.05). Notably, work stress neither significantly affects turnover intention (β = −0.092, p > 0.05) nor mediates the relationships between employee relations and turnover intention or compensation and turnover intention. The model explains 75.4% of work stress variance but only 40.8% of turnover intention variance. These results underscore that high-quality workplace relationships serve as the primary retention driver, suggesting organizations should prioritize enhancing supervisor communication, peer collaboration, and conducive work climates over salary adjustments alone. Theoretically, this research extends Social Exchange Theory within Indonesian banking contexts while revealing limitations of stress-based pathways in explaining turnover. Practically, findings emphasize leadership development and mentoring initiatives as cost-effective retention strategies. Future research should employ longitudinal designs and incorporate additional mediators to explain the remaining variance in turnover intention.
The Influence of Work Life Balance and Work Engagement on Work Productivity with Work Motivation as a Mediating Variable on Employees of the West Nusa Tenggara Province Language Center M. Rozi Fatwa Ilham; Muttaqillah
Al-Kharaj: Journal of Islamic Economic and Business Vol. 8 No. 1 (2026): All articles in this issue include authors from 3 countries of origin (Indonesi
Publisher : LP2M IAIN Palopo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24256/kharaj.v8i1.9839

Abstract

This study analyzes the influence of Work Life Balance (WLB) and Work Engagement (WE) on Work Productivity with Work Motivation as a mediating variable in 45 employees of the West Nusa Tenggara Provincial Language Center. The phenomenon of low productivity is caused by the imbalance of work and personal roles amidst the high demands of language development. This type of causal associative research with a quantitative approach using a Likert questionnaire, tested for validity and reliability, and analyzed by multiple regression and the Sobel test via SPSS 27. The population of all employees was used as a census sample. The results show that WLB and WE have a significant positive effect on productivity directly (t>2.019, p<0.05) and indirectly through motivation (Z>1.96, p<0.05), with a high average score (productivity 4.14; motivation 4.17). The conclusion recommends flexible work policies to improve motivation and performance in public organizations
Co-Authors Ainnun Zahriahtun M. Rozi Fatwa Ilham