Article Sidebar

Submitted
February 20, 2023
Accepted
September 5, 2023
Published
September 6, 2023
Download
Full text PDF
Statistic
Read Counter : 660 Download : 656

Downloads

Download data is not yet available.

Main Article Content

Abstract

Purpose – This paper aims to examine the factors that influence employee retention and turnover in the education business sector.


Design/methodology/approach This research was conducted at private university in Bali, Indonesia. This study also include 115 lecturers and academic staff respondents. The data were collected by online questionnaire with a Likert scale of 5 and it was processed through the structural equation modelling-based partial least squares.


Findings – This study found that training is positively related with job satisfaction and employee retention, and negatively affects employee turnover.


Research limitations – This study is unable to generalize the issue due to the data collection that just from a single university, further studies may expand to cover additional demographics and industries for resulting more helpful and comprehensive results.


Practical implications – This study gives practice a crucial contribution as it provides valuable guidance on how universities develop and retain talent. Providing regular training companies can retain employees.


Originality/value – This result answers the research hypothesis and stated that the most crucial factor in determining the employees leaving is job satisfaction.

Keywords

Corona virus disease digital gap Job satisfaction online teaching skill gaps

Article Details

License

Copyright (c) 2023 Ni Kadek Suryani, G. Santanu, N. K. Karwinic

Creative Commons License

This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.

Authors who publish with this journal agree to the following terms:

  1. Authors retain copyright and grant the journal right of first publication with the work simultaneously licensed under a Creative Commons Attribution-ShareAlike 4.0 International License that allows others to share the work with an acknowledgement of the work's authorship and initial publication in this journal.
  2. Authors are able to enter into separate, additional contractual arrangements for the non-exclusive distribution of the journal's published version of the work (e.g., post it to an institutional repository or publish it in a book), with an acknowledgement of its initial publication in this journal.
  3. Authors are permitted and encouraged to post their work online (e.g., in institutional repositories or on their website) prior to and during the submission process, as it can lead to productive exchanges, as well as earlier and greater citation of published work (See The Effect of Open Access).
How to Cite
Suryani, N. K., Santanu, G., & Karwini, N. K. (2023). Enhancing employee retention in the education sector: The role of training and satisfaction. Jurnal Siasat Bisnis, 27(2), 208–218. https://doi.org/10.20885/jsb.vol27.iss2.art6
Download Citation
Endnote/Zotero/Mendeley (RIS)
BibTeX

References

  1. Acton, T., & Golden, W. (2003). Training the knowledge worker: A descriptive study of training practices in Irish software companies. Journal of European Industrial Training, 27, 137–146. https://doi.org/10.1108/03090590310468958
  2. Anwar, G., & Shukur, I. (2015). The impact of training and development on job satisfaction: a case study of private banks in Erbil. International Journal of Social Sciences & Educational Studies, 2(1), 65-72. https://ijsses.tiu.edu.iq/wp-content/uploads/2017/12/The-Impact-of-Training-and-Development-on-Job-Satisfaction-A-Case-Study-of-Private-Banks-in-Erbil.pdf.
  3. Arthur, D. (2009). The Employee Recruitment and Retention Handbook. New York: AMACOM.
  4. Asmara, A. P. (2017). Pengaruh Turnover Intention terhadap Kinerja Karyawan di Rumah Sakit Bedah Surabaya. Jurnal Administrasi Kesehatan Indonesia, 5(2), 123-129. https://doi.org/10.20473/jaki.v5i2.2017.123-129.
  5. Ashar, M., Ghafoor, M., Munir, E., & Hafeez, S. (2013). The Impact of Perceptions of Training on Employee Commitment and Turnover Intention: Evidence from Pakistan. International Journal of Human Resource Studies, 3(1), 74-88. https://doi.org/10.5296/ijhrs.v3i1.2924
  6. Aziz, S. F. A. (2015). Developing general training effectiveness scale for the Malaysian workplace learning. Mediterranean Journal of Social Sciences, 6(4), 47-56. https://pdfs.semanticscholar.org/2987/527d994627176a205448c77000d607f47cb3.pdf
  7. Booth, S. & Hamer, K. (2007). Labour turnover in the retail industry: Predicting the role of individual, organisational and environmental factors. International Journal of Retail & Distribution Management, 35(4), 289-307. https://doi.org/10.1108/09590550710736210.
  8. Druker, J. (2003). Strategy and Human Resource Management. Management Decision, 41(5), 523–524. https://doi.org/10.1108/00251740310479368
  9. Ghozali. (2011). Aplikasi Analisis Multivariate Dengan Program IBM SPSS 19. Semarang: Badan Penerbit Universitas Diponegoro.
  10. Ghozali, Imam. (2014). Structural Equation Modeling, Metode Alternatif dengan Partial Least Square (PLS). Edisi 4. Semarang: Badan Penerbit Universitas Diponegoro.
  11. Ghozali, I., & Latan, H. (2015). Partial Least Squares: Konsep, Teknik, Aplikasi Menggunakan Smart PLS 3.0 Untuk Penelitian Empiris (2nd ed.). Badan Penerbit Universitas Diponegoro.
  12. Gielen, A. C. (2011). Profit Sharing for Increased Training Investments. British Journal of Industrial Relations, 49(4), 643–665. https://doi.org/10.1111/j.1467-8543.2010.00836.x
  13. Glance, N. S., Hogg, T., & Huberman, B. A. (1997). Training and Turnover in the Evolution of Organizations. Organization Science, 8(1), 84–96. https://doi.org/10.1287/orsc.8.1.84
  14. Hassan, W., Razi, A., Qamar, R., Jaffir, R., & Suhail, S. (2013). The Effect of Training on Employee Retention. Global Jornal of Management and Business Research Administration and Management, 13(6), 17–20. Retrieved from https://globaljournals.org/GJMBR_Volume13/3-The-Effect-of-Training-on-Employee.pdf
  15. Holtom, B. C., Mitchell, T. R., Lee, T. W., & Eberly, M. B. (2008). 5 Turnover and Retention Research: A Glance at the Past, a Closer Review of the Present, and a Venture into the Future. The Academy of Management Annals, 2(1), 231–274. https://doi.org/10.1080/19416520802211552
  16. Kasekende, F., & Nakate, M. (2013). Employee Satisfaction: Mediator of Organizational Service Orientation and Employee Retention. Journal of Business and Management, 19(3), 41–62.
  17. Kimutai, T. S., Kiptum, K. G., & Chege, P. K. (2016). Role of Non - Monetary Reward Management Practices on Teachers’ Retention in Public Primary Schools. A Survey of Turkana East Sub County, Kenya. IOSR Journal of Business and Management (IOSR-JBM), 18(11), 39–51. https://doi.org/10.9790/487X-1811043951
  18. Liu, Z.Q., Liu, J.Q. and Li, Z. (2006) The Analysis of Key Influence Factors on Voluntary Turnover Intention of Staff. Journal of Industrial Engineering and Engineering Management, 4, 142-145.
  19. Malhotra, A., Majchrzak, A., & Rosen, B. (2007). Leading virtual teams. Academy of Management Perspectives, 21(1), 60–70. https://doi.org/10.5465/AMP.2007.24286164
  20. Mamun, C. A. Al, & Hasan, M. N. (2017). Factors affecting employee turnover and sound retention strategies in business organization: A conceptual view. Problems and Perspectives in Management, 15(1), 63–71. https://doi.org/10.21511/ppm.15(1).2017.06
  21. Medina, E. (2012). Job Satisfaction and Employee Turnover Intention: What does Organizational Culture Have To Do With It ? Columbia University.
  22. Meyer, J. P., & Smith, C. A. (2000). HRM practices and organizational commitment: Test of a mediation model. Canadian Journal of Administrative Sciences, 17(4), 319–331. https://doi.org/10.1111/j.1936-4490.2000.tb00231.x
  23. Morey, D., Maybury, M., & Thuraisingham, B. (2000). Knowledge Management: Classic and Contemporary Works (Reprint Edition). Mit Pr
  24. Morikawa, M. (2021). Employer-provided training and productivity: Evidence from a panel of Japanese Firms. Journal of the Japanese and International Economies, 61, 101150. https://doi.org/10.1016/j.jjie.2021.101150
  25. O’Brien, E. (2003). Employers’ benefits from workers’ health insurance. Milbank Quarterly, 81(1), 5–43. https://doi.org/10.1111/1468-0009.00037
  26. Pathak, D. (2012). Role of Perceived Organizational Support on Stress-Satisfaction Relationship. Asian Journal of Management Research, 3(1), 153–177. Retrieved from http://citeseerx.ist.psu.edu/viewdoc/download?doi=10.1.1.374.9882&rep=rep1&type=pdf
  27. Saks, A. M. (2006). Antecedents and consequences of employee engagement. Journal of Managerial Psychology, 21(7), 600–619. https://doi.org/10.1108/02683940610690169
  28. Shah, K., Kamrai, D., Mekala, H., Mann, B., Desai, K., & Patel, R. S. (2020). Focus on mental health during the coronavirus (COVID-19) pandemic: applying learnings from the past out-breaks. Cureus, 12(3), e7405. https://assets.cureus.com/uploads/review_article/pdf/29485/1612429979-1612429973-20210204-18590-1ichzd6.pdf
  29. Singh, P. N., & Kumar, N. (2011). Employee Relations Management. Pearson.
  30. Stone, D. L., Deadrick, D. L., Lukaszewski, K. M., & Johnson, R. (2015). The influence of technology on the future of human resource management. Human Resource Management Review, 25(2), 216–231. https://doi.org/10.1016/j.hrmr.2015.01.002.
  31. Sukirno. (2017). Modeling academic professional performance in higher education. International Journal of Environmental & Science Education, 12(8), 1689-1708.
  32. Suryani, N. K., & Sugianingrat, I. A. P. W. (2021). Student E-Learning Satisfaction During The Covid-19 Pandemic in Bali, Indonesia. Jurnal Economia, 17(1), 141–151. https://doi.org/10.21831/economia.v17i1.33196.
  33. Suryani, N. K., Yoga, G. A., & Widani, P. (2018). Impact of human resources management practice on employee satisfaction and customer satisfaction (case study smes in bali, indonesia). Ijsegce, 1(1), 56–62. Retrieved from http://www.journals.segce.com/index.php/IJSEGCE%0AIMPACT.
  34. Takawira, N., Coetzee, M., & Schreuder, D. (2014). Job embeddedness, work engagement and turnover intention of staff in a higher education institution: An exploratory study. SA Journal of Human Resource Management, 14(1), 1–10. https://doi.org/10.4102/sajhrm.v12i1.524.
  35. Terera, S. R., & Ngirande, H. (2014). The impact of rewards on job satisfaction and employee retention. Mediterranean Journal of Social Sciences, 5(1), 481–487. https://doi.org/10.5901/mjss.2014.v5n1p481.
  36. Theron, M. (2015). The development of a scale for talent retention (Doctoral dissertation, University of Pretoria). https://repository.up.ac.za/bitstream/handle/2263/50802/Theron_Development_2015.pdf?sequence=1.
  37. Tracey, B. J., & Hinkin, T. R. (2008). Contextual factors and cost profiles associated with employee turnover. Cornell Hospitality Quarterly, 49(1), 12–27. https://doi.org/10.1177/0010880407310191.
  38. Wagner, S. (2000). Retention: Finders, keepers. Training & Development, 54(8), 64.
  39. Watson, N. T., Rogers, K. S., Watson, K. L., & Liau‐Hing Yep, C. (2019). Integrating social justice‐based conflict resolution into higher education settings: Faculty, staff, and student professional development through mediation training. Conflict Resolution Quarterly, 36(3), 251-262.
  40. Winterton, J. (2004). A conceptual model of labour turnover and retention. Human Resource Development International, 7(3), 371–390. https://doi.org/10.1080/1367886042000201967.
  41. Zhao, W., & Zhou, X. (2008). Intraorganizational career advancement and voluntary turnover in a multinational bank in Taiwan. Career Development International, 13(5), 402–424. https://doi.org/10.1108/13620430810891446