Determinants of turnover intentional in Islamic Bank Institution

https://doi.org/10.35912/ahrmr.v5i3.2917
Published: Sep 16, 2025

Abstract:

Purpose: The objective of this study is to investigate the impact of job uncertainty and job stress on turnover intentions, with a focus on employees of Islamic Banking Institutions. The aim is to provide insights into how to reduce turnover through Islamic organizational principles, as this aligns with the research theme.

Methodology: A quantitative descriptive approach was used, involving 31 employees from various divisions in Islamic Banking Institutions. Data collection was conducted through questionnaires and documentation. Smart PLS (Partial Least Squares) was employed for structural equation modeling, and regression analysis was used for hypothesis testing.

Results: The results indicate that job insecurity does not significantly influence turnover intention, while job stress has a substantial impact. Combined, these factors significantly affect turnover intention. Islamic economic principles, such as fairness and employee welfare, play a critical role in addressing these issues.

Conclusions: Turnover intention in Islamic banks is more strongly driven by stress factors than by insecurity. Aligning HR practices with Islamic economic principles such as equitable treatment, workload balance, and employee well-being can reduce stress, increase loyalty, and enhance workforce stability.

Limitations: The study is limited to one organization, restricting generalizability. Future research could include other Islamic banks or financial institutions for broader insights.

Contribution: This research contributes theoretically by integrating Behavioral Accounting Theory with Islamic economic principles to explain turnover intention. Practically, it provides actionable insights for HR managers in Islamic banks to design stress-reduction policies and employee support systems that foster retention and align with Sharia-based organizational values.

Keywords:
1. Job Insecurity
2. Job Stress
3. Turnover Intention
Authors:
1 . Unik Desthiani
Pamulang University, Tangerang Selatan, Banten, Indonesia
2 . Ratna Suminar
Pamulang University, Tangerang Selatan, Banten, Indonesia
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How to Cite
Desthiani, U., & Ratna Suminar. (2025). Determinants of turnover intentional in Islamic Bank Institution. Annals of Human Resource Management Research, 5(3), 637–651. https://doi.org/10.35912/ahrmr.v5i3.2917
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Issue & Section
Vol. 5 No. 3 (2025): September
Articles
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    Asiamah, N., Opuni, F. F., & Mensah, H. K. (2020). The Nexus between Internal Marketing in Hospitals and Organizational Commitment: Incorporating the Mediation Roles of Key Job Characteristics. International Journal of Healthcare Management, 13(1), 385-399. doi:https://doi.org/10.1080/20479700.2018.1551951

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    Bennani, C. A., & Hassi, A. (2024). The Role of Internal Marketing in Employee Job Satisfaction, Affective Commitment and Turnover Intention in Morocco. Rajagiri Management Journal, 18(4), 287-304. doi:https://doi.org/10.1108/RAMJ-04-2023-0081

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    Martini, M., Gerosa, T., & Cavenago, D. (2023). How Does Employee Development Affect Turnover Intention? Exploring Alternative Relationships. International Journal of Training and Development, 27(1), 39-56. doi:https://doi.org/10.1111/ijtd.12282

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  1. Abdo, M., Feghali, K., & Zgheib, M. A. (2022). The Role of Emotional Intelligence and Personality on the Overall Internal Control Effectiveness: Applied on Internal Audit Team Member's Behavior in Lebanese Companies. Asian Journal of Accounting Research, 7(2), 195-207. doi:https://doi.org/10.1108/AJAR-04-2021-0048
  2. Al-Hazmi, N. M. (2020). Internal Marketing Policies and Procedures at Prince Sattam Bin Abdulaziz University and the Extent of Workers' Satisfaction. Management Science Letters, 10(7), 1427-1436. doi:https://doi.org/10.5267/j.msl.2019.12.025
  3. Al Samman, A. M., & Mohammed, A. T. I. (2021). The Mediating Role of Job Satisfaction and Affective Commitment in the Relationship between Internal Marketing Practices and Customer Orientation. International Journal of Organizational Analysis, 29(4), 847-872. doi:https://doi.org/10.1108/IJOA-06-2020-2254
  4. Arikunto, S. (2014). Prosedur Penelitian: Suatu Pendekatan Praktek. Jakarta: Rineka Cipta.
  5. Asiamah, N., Opuni, F. F., & Mensah, H. K. (2020). The Nexus between Internal Marketing in Hospitals and Organizational Commitment: Incorporating the Mediation Roles of Key Job Characteristics. International Journal of Healthcare Management, 13(1), 385-399. doi:https://doi.org/10.1080/20479700.2018.1551951
  6. Atkinson, A. A., Kaplan, R. S., Matsumura, E. M., & Young, S. M. (2012). Akuntansi Manajemen Edisi Kelima Jilid 2. Jakarta: PT Indeks.
  7. Bennani, C. A., & Hassi, A. (2024). The Role of Internal Marketing in Employee Job Satisfaction, Affective Commitment and Turnover Intention in Morocco. Rajagiri Management Journal, 18(4), 287-304. doi:https://doi.org/10.1108/RAMJ-04-2023-0081
  8. Birnberg, J. G. (2011). A Proposed Framework for Behavioral Accounting Research. Behavioral Research in Accounting, 23(1), 1-43. doi:https://doi.org/10.2308/bria.2011.23.1.1
  9. Boyatzis, R. E. (1991). The Competent Manager: A Model for Effective Performance. Canada: John Wiley & Sons.
  10. Chikalipah, S. (2019). Optimal Sources of Financing for Microfinance Institutions in Sub-Saharan Africa. Development in Practice, 29(3), 395-405. doi:https://doi.org/10.1080/09614524.2018.1519011
  11. Creswell, J. W. (2012). Research, Educational Planning, Conducting, and Evaluating Quantitative and Qualitative Research. New York: Pearson Education.
  12. Decius, J., Knappstein, M., & Klug, K. (2024). Which Way of Learning Benefits Your Career? The Role of Different Forms of Work-Related Learning for Different Types of Perceived Employability. European Journal of Work and Organizational Psychology, 33(1), 24-39. doi:https://doi.org/10.1080/1359432X.2023.2191846
  13. Dewi, P. S. A., & Sriathi, A. A. A. (2019). Pengaruh Stres Kerja Terhadap Turnover Intention yang Dimediasi Oleh Kepuasan Kerja. E-Jurnal Manajemen Universitas Udayana, 8(6), 3646-3673. doi:https://doi.org/10.24843/ejmunud.2019.v08.i06.p13
  14. Figueredo, J.-M., García-Ael, C., Gragnano, A., & Topa, G. (2020). Well-Being at Work after Return to Work (RTW): A Systematic Review. International Journal of Environmental Research and Public Health, 17(20), 1-27. doi:https://doi.org/10.3390/ijerph17207490
  15. Gaile, A., Baumane Vitolina, I., Stibe, A., & Kivipold, K. (2024). Expanding Career Adaptability: Connections as a Critical Component of Career Success. European Journal of Management and Business Economics, 33(4), 411-428. doi:https://doi.org/10.1108/EJMBE-06-2023-0185
  16. Guerrero, S., Lapalme, M.-È., & Bentein, K. (2024). Employees’ Reactions to a Citizen Incivility Climate: A Multilevel Multisource Study. Review of Public Personnel Administration, 44(4), 821-841. doi:https://doi.org/10.1177/0734371X231175336
  17. Handoyo, S., Samian, Syarifah, D., & Suhariadi, F. (2018). The Measurement of Workplace Incivility in Indonesia: Evidence and Construct Validity. Psychology Research and Behavior Management, 11, 217-226. doi:https://doi.org/10.2147/PRBM.S163509
  18. 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. doi:https://doi.org/10.1108/IJPSM-06-2021-0142
  19. Heijden, B. V. d., & Spurk, D. (2019). Moderating Role of LMX and Proactive Coping in the Relationship between Learning Value of the Job and Employability Enhancement among Academic Staff Employees. Career Development International, 24(2), 163-186.
  20. Hur, Y. (2024). Assessing the Effects of Workplace Contextual Factors on Turnover Intention: Evidence from US Federal Employees. Public Organization Review, 25(2), 1-21. doi:https://doi.org/10.1007/s11115-024-00784-y
  21. Ike, O. O., Ugwu, L. E., Enwereuzor, I. K., Eze, I. C., Omeje, O., & Okonkwo, E. (2023). Expanded-Multidimensional Turnover Intentions: Scale Development and Validation. BMC psychology, 11(1), 1-12. doi:https://doi.org/10.1186/s40359-023-01303-2
  22. Kurnia, M., Sarianti, R., & Fitria, Y. (2019). Pengaruh Job Insecurity dan Kepuasan Kerja Terhadap Turnover Intention Karyawan Bagian Sales pada PT Suka Fajar Cabang Solok. Jurnal Ecogen, 2(1), 60-70. doi:https://doi.org/10.24036/jmpe.v2i1.6132
  23. Lehtonen, E. E., Nokelainen, P., Rintala, H., & Puhakka, I. (2022). Thriving or Surviving at Work: How Workplace Learning Opportunities and Subjective Career Success are Connected with Job Satisfaction and Turnover Intention?. Journal of Workplace Learning, 34(1), 88-109. doi:https://doi.org/10.1108/JWL-12-2020-0184
  24. Mainardes, E. W., Rodrigues, L. S., & Teixeira, A. (2019). Effects of Internal Marketing on Job Satisfaction in the Banking Sector. International Journal of Bank Marketing, 37(5), 1313-1333. doi:https://doi.org/10.1108/IJBM-07-2018-0190
  25. Martini, M., Gerosa, T., & Cavenago, D. (2023). How Does Employee Development Affect Turnover Intention? Exploring Alternative Relationships. International Journal of Training and Development, 27(1), 39-56. doi:https://doi.org/10.1111/ijtd.12282
  26. Maung, K. M. (2020). Internal Marketing, Job Satisfaction and Employee Commitment of Hotel Industry in Mandalay, Myanmar. International Journal of Business, Economics and Law, 21(2), 62-60.
  27. Mia, M. A., Banna, H., Noman, A. H. M., Alam, M. R., & Rana, M. S. (2022). Factors Affecting Borrowers’ Turnover in Microfinance Institutions: A Panel Evidence. Annals of Public and Cooperative Economics, 93(1), 55-84. doi:https://doi.org/10.1111/apce.12325
  28. Namin, B. H., Øgaard, T., & Røislien, J. (2021). Workplace Incivility and Turnover Intention in Organizations: A Meta-Analytic Review. International Journal of Environmental Research and Public Health, 19(1), 1-19. doi:https://doi.org/10.3390/ijerph19010025
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  30. Perry, J. L., & Wise, L. R. (1990). The Motivational Bases of Public Service. Public administration review, 50(3), 367-373. doi:https://doi.org/10.2307/976618
  31. Pinder, C. C. (2008). Work Motivation in Organizational Behavior New York: Psychology Press.
  32. Puhakka, I. J., Nokelainen, P., & Pylväs, L. (2021). Learning or Leaving? Individual and Environmental Factors Related to Job Satisfaction and Turnover Intention. Vocations and Learning, 14(3), 481-510. doi:https://doi.org/10.1007/s12186-021-09275-3
  33. Rashid, A., & Gul, F. (2023). Internal Marketing and Intention to Quit: The Mediating Role of Organizational Commitment. Human Nature Journal of Social Sciences, 4(2), 82-93. doi:https://doi.org/10.71016/hnjss/2jk3wg15
  34. Raza, M. A., Imran, M., Rosak-Szyrocka, J., Vasa, L., & Hadi, N. U. (2023). Organizational Change and Workplace Incivility: Mediated by Stress, Moderated by Emotional Exhaustion. International Journal of Environmental Research and Public Health, 20(3), 1-16. doi:https://doi.org/10.3390/ijerph20032008
  35. Rodrigues, A. P., Barreira, M., Madeira, C. R., & Vieira, I. (2023). The Impact of Internal Marketing on Employee Attitudes and Behaviours in Local Public Sector Organisations. Tourism & Management Studies, 19(3), 41-57. doi:https://doi.org/10.18089/tms.2023.190303
  36. Sijbom, R. B., Koen, J., Peijen, R., & Preenen, P. T. (2025). The Impact of Workplace Changes and Supervisor Support on Employee Learning: A Nonlinear Perspective. Human Resource Development International, 28(4), 518-542. doi:https://doi.org/10.1080/13678868.2024.2401302
  37. Skelton, A. R., Nattress, D., & Dwyer, R. J. (2020). Predicting Manufacturing Employee Turnover Intentions. Journal of Economics, Finance and Administrative Science, 25(49), 101-117. doi:https://doi.org/10.1108/JEFAS-07-2018-0069
  38. Slavkovic, M., & Miri?, M. (2024). Do employees Benefit from Employer Branding Strategy? The Mediator Role of Affective Commitment. Strategic Management: International Journal of Strategic Management and Decision Support Systems in Strategic Management, 29(2), 32-47. doi:https://doi.org/10.5937/StraMan2300051S
  39. Steenbergen, E. F. V., Ven, C. v. d., Peeters, M. C., & Taris, T. W. (2018). Transitioning Towards New Ways of Working: Do Job Demands, Job Resources, Burnout, and Engagement Change?. Psychological reports, 121(4), 736-766. doi:https://doi.org/10.1177/0033294117740134
  40. Steindórsdóttir, B. D., Nerstad, C. G., & Magnúsdóttir, K. Þ. (2020). What Makes Employees Stay? Mastery Climate, Psychological Need Satisfaction and on-the-Job Embeddedness. Nordic psychology, 73(1), 91-115. doi:https://doi.org/10.1080/19012276.2020.1817770
  41. Sugiyono. (2017). Metode Penelitian Kuantitatif, Kualitatif dan R&D. Bandung: Alfabeta.
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