How the Role of Motivation, Job Insecurity Affects Job Satisfaction and Work Engagement on Turnover Intentions towards Frontline Employees


Authors : Marlisa Widiahandayani; Unggul Kustiawan

Volume/Issue : Volume 10 - 2025, Issue 3 - March

Google Scholar : https://tinyurl.com/ms475ajh

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DOI : https://doi.org/10.38124/ijisrt/25mar563

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Abstract : Employee turnover has been viewed as a severe issue, notably in the field of human resources management and has been feared by organizations. This study aimed to see the affect of the role of motivation, job insecurity as well as job satisfaction and work engagement on turnover intentions towards Private Bank Frontline Employees (PBFE) which simultaneously has not been widely discussed in Indonesia, especially in the Banten area. Therefore, the contribution of this research is expected to add theoretical to the human resources literature and reduce the occurrence of turnover intentions. Referring to empirical theory and the results of previous studies related to the role of motivation and job insecurity towards turnover intentions, this study was designed by distributing the questionnaires online as a survey method for collecting data. Factor analysis and Lisrel’s Structural Equation Modeling (SEM) were used for analysis. The findings of this research showed that the factor that has affected job satisfaction and work engagement is intrinsic motivation however the one that could significantly affect turnover intentions is job insecurity.

Keywords : Extrinsic Motivation, Intrinsic Motivation, Job Insecurity, Job Satisfaction, Turnover Intentions, Work Engagement.

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Employee turnover has been viewed as a severe issue, notably in the field of human resources management and has been feared by organizations. This study aimed to see the affect of the role of motivation, job insecurity as well as job satisfaction and work engagement on turnover intentions towards Private Bank Frontline Employees (PBFE) which simultaneously has not been widely discussed in Indonesia, especially in the Banten area. Therefore, the contribution of this research is expected to add theoretical to the human resources literature and reduce the occurrence of turnover intentions. Referring to empirical theory and the results of previous studies related to the role of motivation and job insecurity towards turnover intentions, this study was designed by distributing the questionnaires online as a survey method for collecting data. Factor analysis and Lisrel’s Structural Equation Modeling (SEM) were used for analysis. The findings of this research showed that the factor that has affected job satisfaction and work engagement is intrinsic motivation however the one that could significantly affect turnover intentions is job insecurity.

Keywords : Extrinsic Motivation, Intrinsic Motivation, Job Insecurity, Job Satisfaction, Turnover Intentions, Work Engagement.

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