Investigating factors predicting employees' turnover intention: An empirical study on islamic banking industry


  • M. Abd Wahid Al Jamil Universitas Brawijaya
  • Margono Setiawan Universitas Brawijaya
  • Himmiyatul Amanah Jiwa Juwita Universitas Brawijaya



Turnover intention, workload, job stress, organizational climate, job satisfaction


The aim of the current study is to investigate the role of job satisfaction as a mediating variable from the influence of workload, work stress and organizational climate on turnover intention. This study utilizes a questionnaire as a data collection instrument, a total of 116 questionnaires were obtained from employees of Bank BTN Syariah Malang (BTN Islamic Banking of Malang). Structural equation model (SEM) based on partial least squares (PLS) was employed as a method to analyze the data. The present study found a significant effect between workload and work stress on job satisfaction and turnover intention. However, organizational climate does not support the proposed hypothesis that organizational climate does not show a vital role in predicting job satisfaction and turnover intention. Furthermore, job satisfaction convincingly affects employees’ intention to leave. Finally, job satisfaction is proven to be a mediator of the influence of workload and work stress on turnover intention. However, unexpectedly, job satisfaction did not mediate the relationship between organizational climate and turnover intention.


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Author Biographies

Margono Setiawan, Universitas Brawijaya

Professor, Lecturer, Faculty of Economics and Business, Universitas Brawijaya

Himmiyatul Amanah Jiwa Juwita, Universitas Brawijaya

Doctor, Lecturer, Faculty of Economics and Business, Universitas Brawijaya


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How to Cite

Jamil, M. A. W. A., Setiawan, M., & Juwita, H. A. J. (2022). Investigating factors predicting employees’ turnover intention: An empirical study on islamic banking industry. International Journal of Research in Business and Social Science (2147- 4478), 11(5), 261–272.



Organizational Culture, Leadership and Human Resources Management