Effect of Organizational Climate and Job Satisfaction on Teacher Turnover Intentions at the Hajjah Rachmah Nasution Foundation

Oct 13, 2025 by pynkocean.com 105 views

Effect of Organizational Climate and Job Satisfaction on Teacher Turnover Intentions at the Hajjah Rachmah Nasution Foundation

Maintaining quality employees is one of the most crucial strategies for an organization to achieve optimal development. Employees are likened to valuable assets that support the continuity and success of an organization. However, the high number of employee turnover can result in instability in the work environment, which in turn has a negative impact on organizational effectiveness and efficiency. In this context, when the intention of turnover increases, two key factors that need to be considered are the organizational climate and job satisfaction. This study aims to explore how much the influence of the organizational climate and job satisfaction on the intention of turnover among teachers at the Hajjah Rachmah Nasution Foundation.

Understanding the Importance of Organizational Climate and Job Satisfaction

Organizational climate refers to the overall atmosphere and culture of an organization, which can significantly impact employee behavior and performance. It encompasses various aspects, including communication, support from superiors, and a conducive work atmosphere. On the other hand, job satisfaction refers to the level of contentment and happiness that employees experience in their work. It is influenced by factors such as job security, opportunities for growth and development, and recognition for good performance.

Methodology and Results

This study employed a quantitative approach, using a predetermined scale to measure organizational climate and a job satisfaction scale to evaluate job satisfaction. The intensity of turnover was analyzed using the intention scale of turnover. A total of 112 teachers participated in the study. The results of the analysis show that both the organizational climate and job satisfaction have a significant negative influence on the intensity of turnover. In this case, the organizational climate and job satisfaction contributed 23.5% to the intention of the teacher turnover (R² = 0.235, P <0.01).

Furthermore, Stepwise regression analysis shows that job satisfaction makes a greater contribution to turnover intention, which is 22.8% (R² = 0.228, P <0.01). This shows that when the level of teacher job satisfaction increases, turnover intention tends to decrease, which indicates the importance of managing job satisfaction in creating a stable and productive work environment.

Additional Analysis and Explanation

From the results of this study, it can be concluded that the organization needs to pay more attention to the aspects of the climate of the organization and job satisfaction to reduce turnover numbers among teachers. A positive organizational climate, which includes good communication, support from superiors, and a conducive work atmosphere, can create a sense of comfort and emotional attachment for employees. This is important to increase their loyalty and commitment to the organization.

In addition, high job satisfaction can increase teacher motivation in carrying out their duties. Organizations need to create programs that can support professional development, give appreciation for good performance, and pay attention to employee welfare. With these steps, it is expected to reduce the level of turnover and create a more productive and harmonious work environment.

Implications for the Hajjah Rachmah Nasution Foundation

Overall, this finding provides valuable insights for the management of the Hajjah Rachmah Nasution Foundation to formulate appropriate policies in an effort to maintain quality teachers. With a focus on improving organizational climate and job satisfaction, it is expected that employee turnover can be minimized, so that the organization can continue to develop better.

Recommendations for Future Research

This study provides a foundation for future research on the impact of organizational climate and job satisfaction on teacher turnover intentions. Future studies can explore the relationship between organizational climate and job satisfaction with other variables, such as teacher performance and student outcomes. Additionally, future research can investigate the effectiveness of different interventions aimed at improving organizational climate and job satisfaction.

Conclusion

In conclusion, this study highlights the importance of organizational climate and job satisfaction in reducing teacher turnover intentions. The findings of this study provide valuable insights for the management of the Hajjah Rachmah Nasution Foundation to formulate appropriate policies in an effort to maintain quality teachers. With a focus on improving organizational climate and job satisfaction, it is expected that employee turnover can be minimized, so that the organization can continue to develop better.

Limitations of the Study

This study has several limitations. Firstly, the sample size is relatively small, which may limit the generalizability of the findings. Secondly, the study only focuses on the impact of organizational climate and job satisfaction on teacher turnover intentions, and does not explore other factors that may influence teacher turnover. Finally, the study only examines the relationship between organizational climate and job satisfaction with teacher turnover intentions, and does not investigate the causal relationship between these variables.

Future Directions

Future research can build on the findings of this study by exploring the relationship between organizational climate and job satisfaction with other variables, such as teacher performance and student outcomes. Additionally, future research can investigate the effectiveness of different interventions aimed at improving organizational climate and job satisfaction. By exploring these research directions, future studies can provide a more comprehensive understanding of the impact of organizational climate and job satisfaction on teacher turnover intentions.

References

[List of references cited in the study]

Appendix

[Appendix materials, such as additional tables and figures, can be included here]

Acknowledgments

The author would like to acknowledge the support and guidance provided by the Hajjah Rachmah Nasution Foundation during the conduct of this study. The author would also like to thank the participants who took part in the study for their time and cooperation.
Q&A: Effect of Organizational Climate and Job Satisfaction on Teacher Turnover Intentions at the Hajjah Rachmah Nasution Foundation

Q: What is the main focus of this study?

A: The main focus of this study is to explore the effect of organizational climate and job satisfaction on teacher turnover intentions at the Hajjah Rachmah Nasution Foundation.

Q: What is organizational climate, and how does it impact employee behavior and performance?

A: Organizational climate refers to the overall atmosphere and culture of an organization, which can significantly impact employee behavior and performance. It encompasses various aspects, including communication, support from superiors, and a conducive work atmosphere.

Q: What is job satisfaction, and how does it influence employee behavior and performance?

A: Job satisfaction refers to the level of contentment and happiness that employees experience in their work. It is influenced by factors such as job security, opportunities for growth and development, and recognition for good performance.

Q: What are the key findings of this study?

A: The key findings of this study show that both the organizational climate and job satisfaction have a significant negative influence on the intensity of turnover. In this case, the organizational climate and job satisfaction contributed 23.5% to the intention of the teacher turnover (R² = 0.235, P <0.01).

Q: What is the implication of this study for the management of the Hajjah Rachmah Nasution Foundation?

A: The findings of this study provide valuable insights for the management of the Hajjah Rachmah Nasution Foundation to formulate appropriate policies in an effort to maintain quality teachers. With a focus on improving organizational climate and job satisfaction, it is expected that employee turnover can be minimized, so that the organization can continue to develop better.

Q: What are the limitations of this study?

A: This study has several limitations. Firstly, the sample size is relatively small, which may limit the generalizability of the findings. Secondly, the study only focuses on the impact of organizational climate and job satisfaction on teacher turnover intentions, and does not explore other factors that may influence teacher turnover. Finally, the study only examines the relationship between organizational climate and job satisfaction with teacher turnover intentions, and does not investigate the causal relationship between these variables.

Q: What are the recommendations for future research?

A: Future research can build on the findings of this study by exploring the relationship between organizational climate and job satisfaction with other variables, such as teacher performance and student outcomes. Additionally, future research can investigate the effectiveness of different interventions aimed at improving organizational climate and job satisfaction.

Q: What are the implications of this study for education policy and practice?

A: The findings of this study have implications for education policy and practice. By understanding the impact of organizational climate and job satisfaction on teacher turnover intentions, educators and policymakers can develop strategies to improve teacher retention and reduce turnover.

Q: What are the practical applications of this study?

A: The practical applications of this study include developing policies and programs to improve organizational climate and job satisfaction, such as providing professional development opportunities, recognizing and rewarding good performance, and promoting a positive work environment.

Q: What are the future directions for research on this topic?

A: Future research can explore the relationship between organizational climate and job satisfaction with other variables, such as teacher performance and student outcomes. Additionally, future research can investigate the effectiveness of different interventions aimed at improving organizational climate and job satisfaction.

Q: What are the potential benefits of improving organizational climate and job satisfaction?

A: The potential benefits of improving organizational climate and job satisfaction include increased teacher retention, improved teacher performance, and better student outcomes.

Q: What are the potential challenges of improving organizational climate and job satisfaction?

A: The potential challenges of improving organizational climate and job satisfaction include resistance to change, lack of resources, and difficulty in measuring the impact of interventions.