Quantitative analysis reveals job insecurity and satisfaction influence turnover intention in employees, indicating management's role in human resources.
Key Points
Turnover intention is influenced significantly by job insecurity and job satisfaction, indicating management must address these factors.
A correlation coefficient of 0.517 suggests a moderate relationship between job insecurity, job satisfaction, and turnover intention.
Multiple linear regression analysis indicated that 26.7% of turnover intention variability is attributed to job insecurity and job satisfaction.
Significant effects from both job insecurity (p=0.000) and job satisfaction (p=0.044) play a critical role in employee turnover intention.