JOB INSECURITY AND ROLE OVERLOAD AS INDICATORS OF TURNOVER INTENTION: A LITERATURE REVIEW

Devira Restika Salsa Bila Gulo, Jihan Fadhilah, Rizki Hannum, Susi Yusfika Panjaitan, Hazmanan Khair

Abstract


Turnover intention has become a critical issue in human resource management due to its implications for both employee well-being and organizational stability. This study provides a comprehensive literature review on the influence of job insecurity and role overload as key predictors of turnover intention. Job insecurity, characterized by employees' perceptions of job instability, and role overload, defined as excessive job demands exceeding individual capacity, are explored in their respective roles in fostering turnover intention. The findings indicate that both factors significantly correlate with increased turnover intention through mechanisms such as job dissatisfaction, burnout, and reduced organizational commitment. Additionally, mediating variables such as job satisfaction and organizational commitment are identified as crucial in mitigating the adverse effects of these predictors. This review offers strategic recommendations for organizations to manage these factors effectively, thereby enhancing employee retention and organizational performance.

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DOI: https://doi.org/10.3059/insis.v0i0.22787

DOI (PDF): https://doi.org/10.3059/insis.v0i0.22787.g12673

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