THE ROLE OF WORK STRESS AND COWORKER SUPPORT BETWEEN TOXIC LEADERSHIP AND TURNOVER INTENTION
Article Sidebar
Read Counter : 13
Download : 7
Main Article Content
Abstract
Penelitian ini bertujuan untuk menguji dampak toxic leadership terhadap intensi keluar kerja melalui peran mediasi stres kerja, serta menguji peran dukungan rekan kerja sebagai moderator pada hubungan toxic leadership dan stres kerja. Toxic leadership dapat meningkatkan stres kerja, sehingga menambah peluang individu untuk meninggalkan organisasi. Dalam hal ini, dukungan rekan kerja diharapkan dapat membantu mengurangi efek negatif toxic leadership terhadap stres kerja. Penelitian ini menggunakan metode penelitian kuantitatif non eksperimental dengan menggunakan kuesioner. Survei dilakukan dengan melibatkan 417 karyawan Generasi Z di Jakarta yang diperoleh melalui teknik convenience sampling. Alat ukur yang digunakan dalam penelitian ini adalah Toxic Leadership Scale, Intention to Leave Scale, Job Stress Scale dan Coworker Support Scale. Analisis data menggunakan tes sobel dan structural equation model (SEM) menggunakan AMOS. Hasil penelitian menunjukkan bahwa toxic leadership berpengaruh terhadap stres kerja, yang pada gilirannya memicu niat karyawan Gen Z untuk meninggalkan pekerjaan. Dalam hal ini, dukungan rekan kerja menunjukkan pengaruh signifikan dalam meredakan stres yang disebabkan oleh toxic leadership. Temuan ini menggarisbawahi pentingnya organisasi untuk mengatasi fenomena toxic leadership demi kesejahteraan karyawan dan keberlanjutan organisasi. Hasil penelitian ini diharapkan memberikan wawasan bagi organisasi dalam mengembangkan intervensi yang lebih efektif untuk menciptakan lingkungan kerja yang positif, serta mengurangi tingkat turnover dalam organisasi.
This study aims to examine the impact of toxic leadership on turnover intention through the mediating role of work stress, as well as examine the role of coworker support as a moderator in the relationship between toxic leadership and work stress. Toxic leadership can increase work stress, thus increasing the chances of individuals leaving the organization. In this case, coworker support is expected to help reduce the negative effects of toxic leadership on work stress. This study uses a quantitative research method using a questionnaire. The survey was conducted involving 417 Generation Z employees in Jakarta obtained through convenience sampling technique. The measuring instruments used in this study are Toxic Leadership Scale, Intention to Leave Scale, Job Stress Scale and Coworker Support Scale. Data analysis used sobel test and structural equation model (SEM) by AMOS. This study found that toxic leadership affects work stress, which in turn triggers Gen Z employees' intention to leave work. In this study, coworker support show a significant effect in relieving stress caused by toxic leadership. These findings underscore the importance of organizations to address the phenomenon of toxic leadership for employee well-being and organizational sustainability. The results of this study are expected to provide insights for organizations in developing more effective interventions to create a positive work environment, as well as reducing turnover rates in organizations.
Article Details
This work is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License.
This work is licensed under a Jurnal Muara Ilmu Ekonomi dan Bisnis Creative Commons Attribution-ShareAlike 4.0 International License.Zamralita Zamralita, Universitas Tarumanagara
References
Job Insecurity and Turnover Intention among Automotive Sales Force in Jakarta. https://doi.org/10.2991/assehr.k.220404.253
Azila-Gbettor, E. M., Atsu, E., & Quarshie, A. N. K. (2022). Job stress and job involvement among tertiary interns: the buffering role of perceived coworker support. Heliyon, 8(9). https://doi.org/10.1016/j.heliyon.2022.e10414
Bhalerao, S., & Kadam, P. (2010). Sample Size Calculation. International Journal of Ayurveda Research, 1(1), 55. https://doi.org/10.4103/0974-7788.59946
BPS DKI Jakarta. (2024). Keadaan Angkatan Kerja Provinsi DKI Jakarta 2023. https://jakarta.bps.go.id/id/publication/2024/04/22/35dc80e6c5a6deef298899c5/keadaan-angkatan-kerja-provinsi-dki-jakarta-2023.html
Deloitte. (2022). The Deloitte Global 2022 Gen Z & Millennial Survey. https://www.deloitte.com/global/en/issues/work/genzmillennialsurvey-2022.html
Deloitte. (2024). 2024 Gen Z and Millennial Survey. file:///Users/ayumiranti/Downloads/deloitte-2024-genz-millennial-survey.pdf
Dwita, F. (2022). Effect of Toxic Leadership and Job Stress on Turnover Intention in Logistic Courier Bekasi City. Airlangga Journal of Innovation Management, 3(2), 212–221. https://doi.org/10.20473/ajim.v3i1.39982
Ekingen, E., Teleş, M., Yıldız, A., & Yıldırım, M. (2023). Mediating Effect of Work Stress in the Relationship Between Fear of COVID-19 and Nurses’ Organizational and Professional Turnover Intentions. Archives of Psychiatric Nursing, 42, 97–105. https://doi.org/10.1016/j.apnu.2022.12.027
Erdogan, B., Kudret, S., Campion, E. D., Bauer, T. N., McCarthy, J., & Cheng, B. H. (2024). Under Pressure: Employee Work Stress, Supervisory Mentoring Support, and Employee Career Success. Personnel Psychology. https://doi.org/10.1111/peps.12662
Fitriani, R. A., Zamralita, & Idulfilastri, R. (2023). Pengaruh Job Demands terhadap Turnover Intention dengan Workplace Well-being sebagai Moderator pada Dokter dan Perawat di PT.X. Psikoislamedia : Jurnal Psikologi, 8. https://doi.org/10.22373/psikoislamedia.v8i1.13217
Francis, T., & Hoefel, F. (2018). TrueGen: Generation Z and its implications for companies. McKinsey & Company.
Gravili, G., Manuti, A., & Meirinhos, V. (2022). When Power Hurts: An Explorative Study on the Relationship Between Toxic Leadership, Emotional Exhaustion, Turnover Intention and job Satisfaction. Proceedings of the 18th European Conference on Management
Leadership and Governance, 18(1). https://doi.org/https://doi.org/10.34190/ecmlg.18.1.751
Hattab, S., Wirawan, H., Salam, R., Daswati, D., & Niswaty, R. (2022). The Effect of Toxic Leadership on Turnover Intention and Counterproductive Work Behaviour in Indonesia Public Organisations. International Journal of Public Sector Management, 35(3), 317–333. https://doi.org/10.1108/IJPSM-06-2021-0142
Hemati Alamdarloo, G., Moradi, S., & Moradi, S. (2023). Job Stress among General and Special School Teachers in Jahrom City, Iran. International Journal of Public Health Research, 13(1). https://doi.org/10.17576/ijphr.1301.2023.01
Hobfoll, S. E. (1989). Conservation of Resources A New Attempt at Conceptualizing Stress.
IDN Media. (2024). Indonesia Gen Z Report 2024. https://cdn.idntimes.com/content-documents/indonesia-gen-z-report-2024.pdf
Jacop, C., Zamralita, Z., Rismiyati, T., & Ardjuna, A. K. A. (2023). Job Demands & Turnover Intention: Changes in Work Situation during teh Covid-19 Pandemic. Psikoislamedia : Jurnal Psikologi, 8(2), 117. https://doi.org/10.22373/psikoislamedia.v8i2.15730
Jóhannsdóttir, H. L., & Ólafsson, R. F. (2004). Coping with Bullying in the Workplace: The Effect of Gender, Age and Type of Bullying. British Journal of Guidance and Counselling, 32(3), 319–333. https://doi.org/https://doi.org/10.1080/03069880410001723549
Jolly, P. M., Kong, D. T., & Kim, K. Y. (2021). Social Support at Work: An Integrative Review. In Journal of Organizational Behavior (Vol. 42, Issue 2, pp. 229–251). John Wiley and Sons Ltd. https://doi.org/10.1002/job.2485
Kotimah, C. (2023). Coworker Support dan Turnover Intention: Hope sebagai Variabel Moderator. Universitas Muhammadiyah Malang.
Kusin, A. G. M., Tajuddin, D., & Ambad, S. N. A. (2021). The Relationship Between Job Satisfaction and Turnover Intention among Nurses in Federal Territory of Labuan: Coworker Support as a Moderator. Journal of Management Info, 8(2). https://doi.org/https://doi.org/10.31580/jmi.v8i2.2000
Labrague, L. J., Nwafor, C. E., & Tsaras, K. (2020). Influence of toxic and transformational leadership practices on nurses’ job satisfaction, job stress, absenteeism and turnover intention: A cross-sectional study. Journal of Nursing Management, 28(5), 1104–1113. https://doi.org/10.1111/jonm.13053
Le, M., & Henny, H. (2022). Pengaruh efikasi diri dan perilaku kewargaan organisasional terhadap stress dengan well-being sebagai variabel mediasi. Jurnal Muara Ilmu Ekonomi dan Bisnis,6(2). https://doi.org/10.24912/jmieb.v6i2.20788
Lipman-Blumen, J. (2005). Toxic leadership: When Grand Illusions Masquerade as Noble Visions. Leader to Leader, 2005(36), 29–36. https://doi.org/https://doi.org/10.1002/ltl.125
Marcella, J., & Le, M. (2022). Pengaruh stres kerja, kepuasan kerja dan pengembangan karir terhadap turnover intention karyawan. Jurnal Muara Ilmu Ekonomi dan Bisnis,6(1). https://doi.org/10.24912/jmieb.v6i1.18321
Mobley, W. H., Griffeth, R. W., Hand, H. H., Meglino, B. M., & Mobley, H. (1979). Review and Conceptual Analysis of the Employee Turnover Process. In Psychological Bulletin (Vol. 86, Issue 3).
Morris, J. A. (2019). Understanding Coping Strategies and Behaviors of Employees Affected by Toxic Leadership [Dissertation, Walden University]. https://scholarworks.waldenu.edu/dissertations
Ng, T. W. H., & Sorensen, K. L. (2008). Toward a Further Understanding of the Relationships Between Perceptions of Support and Work Attitudes: A Meta-Analysis. Group and Organization Management, 33(3), 243–268. https://doi.org/10.1177/1059601107313307
Nonehkaran, E. A., Mozaffari, N., Iranpour, S., & Soola, A. H. (2023). Identifying the Predictors of Turnover Intention Based on Nurse Managers’ Toxic Leadership Behaviors Among Nurses in Iran: A Cross-Sectional Correlational Study. BMC Health Services Research, 23(1). https://doi.org/10.1186/s12913-023-10046-0
Ozkan, M., & Solmaz, B. (2015). The Changing Face of the Employees – Generation Z and Their Perceptions of Work (A Study Applied to University Students). Procedia Economics and Finance, 26, 476–483. https://doi.org/10.1016/s2212-5671(15)00876-x
Parker, D. E., & Decotiis, T. A. (1983). Organizational Determinants of Job Stress. Organizational Behavior and Human Performance, 32(2), 160–177. https://doi.org/10.1016/0030-5073(83)90145-9
Pincha, M. (2022). The Impact of Job Stress on Employee Performance: An Analysis Based on Indian Railways. https://ssrn.com/abstract=4321563
Rifmawati, Y. N., Tommy, P., & Suyasa, Y. S. (2016). Peran Kualitas Kehidupan Kerja terhadap Keinginan untuk Mengundurkan Diri dan Komitmen Organisasi. https://www.researchgate.net/publication/313359824
Rosin, H. M., & Korabik, K. (1991). Intention to Leave Scale. In PsycTESTS Dataset. https://doi.org/10.1037/t10120-000
Sarah, S. (2018). Pengaruh Stres Kerja dan Kepuasan Kerja terhadap Psychological Well-being pada Polisi Wanita. UIN, Syarif Hidayatullah.
Schmidt, A. A. (2008). Development and Validation of the Toxic Leadership Scale [Thesis]. University of Maryland.
Semedo, C. S., Salvador, A., Dos Santos, N. R., Pais, L., & Mónico, L. (2022). Toxic Leadership and Empowering Leadership: Relations with Work Motivation. Psychology Research and Behavior Management, 15, 1885–1900. https://doi.org/10.2147/PRBM.S340863
Settoon, R. P., & Mossholder, K. W. (2002). Relationship Quality and Relationship Context as Antecedents of Person- and Task-Focused Interpersonal Citizenship Behavior. Journal of Applied Psychology, 87(2), 255–267. https://doi.org/10.1037/0021-9010.87.2.255
Shah, S. H. A., Haider, A., Jindong, J., Mumtaz, A., & Rafiq, N. (2022). The Impact of Job Stress and State Anger on Turnover Intention Among Nurses During COVID-19: The Mediating Role of Emotional Exhaustion. Frontiers in Psychology, 12. https://doi.org/10.3389/fpsyg.2021.810378
Shin, Y., Lee, E. J., & Hur, W. M. (2022). Supervisor incivility, job insecurity, and service performance among flight attendants: the buffering role of co-worker support. Current Issues in Tourism, 25(6), 901–918. https://doi.org/10.1080/13683500.2021.1905618
Sippio, D. (2023). The Toxic Bully Boss: Echoes of American Slavocracy Tactics in Adverse Workplace Leadership Styles. In Journal of Leadership Studies (Vol. 16, Issue 4, pp. 30–34). John Wiley and Sons Inc. https://doi.org/10.1002/jls.21831
Tari Selçuk, K., Avci, D., & Ataç, M. (2022). Health professionals’ perception of social stigma and its relationship to compassion satisfaction, burnout, compassion fatigue, and intention to leave the profession during the COVID-19 pandemic. Journal of Workplace Behavioral Health, 37(3), 189–204. https://doi.org/10.1080/15555240.2022.2078724
The Harris Poll. (2023, October). The Harris Poll Thought Leadership Practice: Toxic Bosses Survey, What They Do & How We Cope. The Harris Poll. https://theharrispoll.com/wp-content/uploads/2023/10/Toxic-Bosses-Survey-October-2023.pdf
Türkmen Keskin, S., & Özduyan Kiliç, M. (2024). Investigation of the Relationship Between Nurses’ Perception of Toxic Leadership and their Organizational Trust Levels and Turnover Intentions. Journal of Advanced Nursing, 80(5), 1859–1867. https://doi.org/10.1111/jan.15951
Tutan, A., & Kökalan, Ö. (2024). The mediation role of work–family conflict in the effect of workplace violence on job satisfaction and intention to leave: a study on health care workers in Turkey. Frontiers in Psychology, 15. https://doi.org/10.3389/fpsyg.2024.1322503
Um-e-Rubbab, & Khursheed, B. (2023). A Study on the Effect of Abusive Supervision on Knowledge Hiding: Mediated by Emotional Exhaustion and Moderated by Coworkers Support. NUML International Journal of Business & Management, 18(2). https://doi.org/10.52015/nijbm.v18i2.187
Weiss, H. M., & Cropanzano, R. (1996). Affective Events Theory: A Theoretical Discussion of the Structure, Causes and Consequences of Affective at Work (B. M. Staw & L. L. Cumming, Trans.; Vol. 18, pp. 1–74). JAI Press Inc.
Wijaya, A., Tannia, Handoko, Karsten, J.M., & Salim, S.J. (2024). The effect of authentic leadership on turnover intention in service sector with work engagement as mediator. Jurnal Muara Ilmu Ekonomi dan Bisnis,8(1). https://doi.org/10.24912/jmieb.v8i1.28150
Wijaya, K. S., Koesma, R., & Zamralita, Z. (2019). Peranan Reaksi Stres Kerja terhadap Kualitas Hidup pada Pekerja level Operator. Jurnal Muara Ilmu Sosial, Humaniora, Dan Seni, 3(1), 159. https://doi.org/10.24912/jmishumsen.v3i1.3510
Wilis, A. P. L., Zamralita, & Budiarto, Y. (2023). Peranan Workplace Well-being terhadap Turnover Intention dengan Work Engagement sebagai Mediator pada Karyawan Generasi Milenial. Gema Ekonomi, 12. https://doi.org/10.55129/.v12i4.2927
Yulianto, C. G., Fajrianthi, & Samian. (2024). Peranan Koping Stres sebagai Moderator antara Toxic Leadership terhadap Turnover Intention pada Pekerja Milenial. INSAN Jurnal Psikologi Dan Kesehatan Mental, 9(1), 59–81. https://doi.org/10.20473/jpkm.v9i12024.59-81