Technological Literacy, Spiritual Motivation, Compensation, Job
Satisfaction, and Turnover Intention: A Case Study in
Bank Sumsel Babel Syariah
Muhammad Ichsan Hadjri, Badia Perizade, Zunaidah
Universitas Sriwijaya, Inderalaya, Indonesia
Keywords: Technological literacy, spiritual motivation, compensation, job satisfaction, turnover intention
Abstract: This research aims to analyze and empirically prove the effect of technological literacy, spiritual motivation,
and compensation on employee job satisfaction at Bank Sumsel Babel Syariah and the effect of job
satisfaction on turnover intention. This research also analyzes the indirect effects of technological literacy,
spiritual motivation, and compensation on turnover intention through job satisfaction variable. The
populations of this research are 245 employees of Bank Sumsel Babel Syariah, in which 152 people are
chosen from those respondents by using the Slovin formula and proportional stratified random sampling
technique. The instrument used in this research is a questionnaire that is distributed to the respondents. The
findings showed that there are positive and significant effects of technological literacy, spiritual motivation,
and compensation for job satisfaction, in which job satisfaction has a negative and significant effect on
turnover intention. The findings also showed that there is an indirect negative correlation between
technological literacy, spiritual motivation, and compensation on turnover intention through the intervening
variable of job satisfaction.
1 INTRODUCTION
Human resources (HR), as the main non-material
capital in the organization, are very important assets
in realizing the existence of an organization
(Armstrong, 2002). Every organization attempts to
maintain every human resource in the organization,
with the aim of avoiding the turnover.
Turnover is something that the organization does
not want to experience. Currently, the HR turnover
level becomes an intense and important discussion—
even in the future—because the organization cannot
develop without HR; especially HR with a good
track record and having certain skills required by the
organization.
From 2016 to 2017, there was a decline in the
number of employees at several banks in Indonesia
(Laucereno, 2017). This phenomenon also occurred
in Bank Sumsel Babel Syariah. From 2015 to 2017,
the number of HR voluntary turnover at Bank
Sumsel Babel Syariah experienced an increase. In
2017, the number of HR turnover of Bank Sumsel
Babel Syariah increased by 100% compared to 2016.
It shows that Bank Sumsel Babel Syariah
experienced a phenomenon of HR turnover increase.
This phenomenon is the basis for why this research
was conducted in Bank Sumsel Babel Syariah.
Turnover intention is a major predictor of true
turnover behavior (Griffeth, Hom, & Gaertner, 2000;
Takase, Yamashita, & Oba, 2010). Turnover
intentions from employees have been important for
management over the years (Chen, Lin & Lien,
2010) and have become a major problem for
organizations in the present.
Turnover intentions can be grouped by job
satisfaction (Simone, Planta & Cicotto, 2018; Tnay
et al., 2013; Youcef, Ahmed & Ahmed, 2016). One
factor causing job satisfaction is technological
literacy (Idris, 2013; Ratna & Kaur, 2016). Banks,
including Islamic banks, are financial institutions
that commonly apply sophisticated technology to
make it easier for customers to make transactions.
Employees, who can understand and use technology
in doing the work, tend to work efficiently and
efficiently. Some factors that can affect job
satisfaction are compensation (Ljigu, 2015;
Hadjri, M., Perizade, B. and Zunaidah, .
Technological Literacy, Spiritual Motivation, Compensation, Job Satisfaction, and Turnover Intention: A Case Study in Bank Sumsel Babel Syariah.
DOI: 10.5220/0008440804130422
In Proceedings of the 4th Sriwijaya Economics, Accounting, and Business Conference (SEABC 2018), pages 413-422
ISBN: 978-989-758-387-2
Copyright
c
2019 by SCITEPRESS – Science and Technology Publications, Lda. All rights reserved
413
Gopinath, 2016; Nurun et al., 2016) and spiritual
motivation (Komalasari, 2013).
This research aims to analyze and prove
empirically the effect of technological literacy,
spiritual motivation, and compensation on employee
job satisfaction Bank at Sumsel Babel Syariah, as
well as the effect of job satisfaction on turnover
intention. This research also analyzed the indirect
effect of technological literacy, spiritual motivation,
and compensation on turnover intention through job
satisfaction variable.
This research studies in depth about the effect of
job satisfaction on employee turnover intention. Job
satisfaction will be the intervening variable between
technological literacy, compensation, and spiritual
motivation on employee turnover intention. The
variable proposition of this research has never been
studied before in this analysis unit, i.e., Bank Sumsel
Babel Syariah and is a novelty value for this
research.
The novelty of the research is to examine the
indirect effect of technological literacy and spiritual
motivation on turnover intention through job
satisfaction, in which the concept has not been
studied before. This novelty is expected to be a
reference for further research.
2 LITERATURE REVIEW
2.1 Organizational Equilibrium Theory
Organizational equilibrium theory is put forward
by Barnard (1970). Organizational equilibrium
theory suggests that an employee will continue to
work for an organization as long as the incentives
provided by the organization are fulfilled including
situations that satisfy employees, good working
conditions, appropriate workloads, opportunities for
advancement that are equal to or greater than the
employee’s contribution, time, and effort required
by the organization (Wirawan, 2015).
Good working conditions and appropriate
workload will lead to employee job satisfaction. If
these things tend to be ignored by an organization,
then it can trigger employee turnover intention
which results in the emergence of actual turnover
behavior.
2.2 Equity Theory
This theory is put proposed by Adams (1965).
The principle of this theory is that people will feel
satisfied or dissatisfied, depending on whether or not
they feel equity in a situation. According to this
theory, equity consists of three elements, namely:
a. Input, every valuable thing felt by the employees
as a contribution to their work. In this case, the
employee contributes input to the organization in
the form of performance.
b. Outcomes, every valuable thing felt by the
employees as a result of their work. In this case,
the outcome received by the employee is in the
form of compensation. Employees who are paid
according to their work will get job satisfaction
because the equity element is fulfilled.
Therefore, compensation affects work
satisfaction.
c. Comparison persons, to whom or with whom the
employees compare the input-outcome ratio they
have. This comparison persons can be someone
within the same company, or in another place, or
it could be with themselves in the past.
2.3 Hierarchy of Needs Theory
The hierarchy of needs theory was put forward
by Maslow (1954). Maslow separates the five needs
into higher and lower order. Physiological needs and
safety are the initial need and are a lower order of
needs. Then social needs, esteem, and self-
actualization are a higher order of needs. The higher
order of needs is fulfilled internally (within a
person), while the lower order of needs will mostly
be satisfied externally (with rewards, such as
salaries, union contracts, and permanent work
position).
Employees are motivated to meet these needs.
When these needs can be met by an organization or
company where the employee works, it will lead to
employee job satisfaction (Robbins & Judge, 2016).
In this case, motivation affects job satisfaction.
2.4 Turnover Intention
Tett & Meyer (1993) defined turnover intention
as awareness to look for other alternatives in other
organizations. Jacobs & Roodt (2007) suggested that
turnover intention is a mental decision that applies
between individual approaches and refers to work to
continue or leave the work. Turnover intention is
closely related to employee turnover behavior (Boles
et al., 2007). Employee turnover is defined as
voluntary and unintentional permanent withdrawal
from an organization. Turnover can be voluntary
(voluntary turnover) or involuntary (involuntary
turnover). Voluntary turnover occurs due to
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employee’s decision to leave the organization
voluntarily due to current employment conditions or
the existence of alternative employment elsewhere.
Moreover, involuntary turnover is caused by the
employer’s decision to terminate the employment
relationship with employees and is uncontrollable
for employees who experience this (Robbins &
Judge, 2016).
Youcef, Ahmed & Ahmed (2016) suggested that
it is very difficult to measure actual turnover
behavior, but then concluded that the intention to do
turnover is a predictor of turnover behavior.
Turnover intention is a direct pioneer of actual
employee turnover behavior. One form of turnover
intention is the employee’s desire to quit the job.
Landau & Hammer (1986) measures the desire of
employees to quit the job by using the indicators of
employee’s seriousness in having the desire to quit
the organization and the desire and activeness of
employees looking for other better jobs. Meanwhile,
Lum et al. (1998) measured the desire of employees
to find new jobs in the same and different fields.
2.5 Job Satisfaction
Job satisfaction is defined as the extent to which
people like or dislike their work (Spector, 1997).
Newstrom & Davis (2001) suggested that job
satisfaction is a feeling of pleasure or dislike of
someone for their work. Vroom (1964) stated that
job satisfaction is an assessment of workers; it is to
what extent their overall works satisfy their needs.
Job satisfaction has a negative effect on
employee turnover intention (Simone, Planta &
Cicotto, 2013; Tnay et al., 2013; Youcef, Ahmed &
Ahmed, 2016). Smith, Kendall & Hullin (1969)
measured job satisfaction by using the Job
Descriptive Index (JDI) which includes satisfaction
with the work itself, salary, promotion opportunities,
supervision, and co-workers.
2.6 Technological Literacy
According to Rose (2007), technological literacy
can be interpreted as the ability to understand, use,
and regulate the technology at a level that enables
the effective use of technology to solve problems,
expand one’s capabilities, evaluate them, and make
decisions. The use of technology is required in the
current digital era. According to the National
Academy of Engineering and the National Research
Council of The National Academics (2006),
technological literacy effectively consists of three
main components, i.e., knowledge, ability and
critical thinking, and decision making.
Technology affects employee job satisfaction
(Idris, 2013; Ratna & Kaur, 2016). The ability to use
technology in work will increase employee job
satisfaction since the work can be finished more
effectively and efficiently.
2.7 Spiritual Motivation
Bakran & Adz-Dzakiey (2006) argued that
spiritual motivation is an impulse of human nature to
meet spiritual needs. According to the Al-Quran,
spiritual motivation is a motivation that has the basis
of integrity in the carrying out of human creation.
Basically, humans have the motivation that comes
from inside of their hearts in which it pushes them to
think and know their creator and creator of the
universe. Then, it encourages people to worship and
take refuge to ask for help from God. It creates a
sense of security and peace for the protection and
guarding of God (Najati, 2001).
The humanistic approach recognizes the
existence of religion. Maslow, in his theory,
revealed the concept of meta-motivation outside the
five hierarchies of needs. Mystical or peak
experience is part of meta-motivation that describes
the religious experience, in which in this situation
humans experience very deep religious experiences.
The person is detached from physical reality and
unites with transcendental power. According to
Maslow, this level is part of human perfection
(Ancok, 1995).
Anshari (2004) mentioned that spiritual
motivation is divided into three, i.e., faith
motivation, worship motivation, and muamalah
motivation. Research conducted by Komalasari
(2013) revealed that spiritual motivation affects job
satisfaction.
2.8 Compensation
Werther & Davis (1996) defined compensation
as what the workers receive as an exchange for their
contribution to the organization. According to
Milkovich & Newman (2005), compensation refers
to all form of financial returns and tangible services
and benefits employees receive as part of an
employment relationship.
Dessler (2010) measured compensation
indicators into three indicators, i.e., salaries,
benefits, and facilities. Provision of good
compensation within the organization will increase
Technological Literacy, Spiritual Motivation, Compensation, Job Satisfaction, and Turnover Intention: A Case Study in Bank Sumsel Babel
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415
employee job satisfaction (Ljigu, 2015; Gopinath,
2016; Nurun et al., 2016).
2.9 Theoretical Framework and
Hypothesis
Figure 1: Theoretical Framework
Based on the literature review, the research
hypotheses are:
1. Technological literacy influences employee job
satisfaction at Bank Sumsel Babel Syariah, and
has an impact on turnover intention.
2. Spiritual motivation influences employee job
satisfaction at Bank Sumsel Babel Syariah, and
has an impact on turnover intention.
3. Compensation has an effect on employee job
satisfaction at Bank Sumsel Babel Syariah, and
has an impact on turnover intention.
4. Job satisfaction influences employee turnover
intentions at Bank Sumsel Babel Syariah.
3 METHOD
3.1 Populations and Samples
The population of this research are 245
employees of Bank Sumsel Babel Syariah. By using
the Slovin formula, there are 152 employees taken as
the samples. The sampling technique applies
proportional stratified random sampling, in which
the samples of 152 people become the respondents
of this research.
3.2 Measurement of Variable
The instrument used to measure research
variables is a questionnaire with the following
details:
1. Technological literacy: The instrument used for
measuring technological literacy is a
questionnaire developed by the National
Academy of Engineering and National Research
Council of The National Academic (2006) and
Ratna & Kaur (2016) as many as 10 questions
containing variable dimensions in the form of
technological knowledge, ability and critical
thinking, and decision making through
technology. The questionnaire is measured using
a five-point Likert scale (1-5).
2. Spiritual motivation: The instrument used for
measuring spiritual motivation is a questionnaire
developed by Anshari (2004) and Komalasari
(2013) containing 10 questions. Question items
contain dimensions of spiritual motivation, i.e.,
faith motivation, worship motivation, and
muamalah motivation. The questionnaire is
measured using a five-point Likert scale (1-5).
3. Compensation: The instrument used for
measuring compensation is a questionnaire
developed based on literature review from
Dessler (2010) containing 10 questions. Question
items contain dimensions of compensation, i.e.,
salaries, benefits, and facilities. The
questionnaire is measured using a five-point
Likert scale (1-5).
4. Job satisfaction: The instrument used to measure
job satisfaction is a questionnaire developed by
Smith, Kendall, and Hullin (1969) called the Job
Description Index (JDI) containing 20 questions.
Question items contain dimensions of job
satisfaction, i.e., satisfaction with work,
satisfaction with salary, satisfaction with
promotion, satisfaction with supervision, and
satisfaction with co-workers. The questionnaire
is measured using a five-point Likert scale (1-5).
5. Turnover intention: The instrument used for
measuring turnover intention is a questionnaire
developed by Landau & Hammer (1986) and
Lum et al. (1998) that contains 15 items of
questions. Question items contain dimensions of
turnover intention, i.e., the desire to quit, the
desire to find new jobs in the same field, and the
desire to find new jobs in different fields. The
questionnaire is measured using a five-point
Likert scale (1-5).
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4 RESULT AND FINDINGS
Table 1 illustrates the profile of the majority of
respondents in this research.
Table 1: Profile of respondents
No
Demograhic
Type
Profil
Percentage
(%)
1
Gender
Male
55.9
2
Age Range
21-30 years
old
59.2
3
Educational
Level
Bachelor’s
degree
57.2
4
Service
Periode
0-5 years
63.8
Source: processed primary data, 2018
Table 1 shows that most of the gender of the
respondents are male (55.9%) with an age range of
21-30 years old (59.2%). The educational level of
the majority of respondents is bachelor’s degree
(57.2%) with a service period of 0-5 years (63.8%).
4.1 Instrument Validity and Reliability
The instrument is considered to be valid and
reliable if it meets the requirements for validity and
reliability tests. Instrument validity test is conducted
by comparing Pearson Correlation values with r-
value obtained from the r-table. From the total of
152 respondents, for a two-way test with a
significance level of 5%, the r table value is 0.133.
The instrument is considered to be valid if the item
of each question in the questionnaire has a Pearson
Correlation value > r table value. Table 2 illustrates
the results of the instrument validity test in this
research.
Table 2.Test results for instrument validity
Variables
Item
Validity coef.
Desc.
Technological
Literacy
P1
0.856
VALID
P2
0.783
VALID
P3
0.804
VALID
P4
0.603
VALID
P5
0.313
VALID
P6
0.641
VALID
P7
0.396
VALID
P8
0.456
VALID
P9
0.387
VALID
P10
0.597
0.133
VALID
Spiritual
Motivation
P1
0.733
0.133
VALID
P2
0.510
0.133
VALID
P3
0.481
0.133
VALID
P4
0.579
0.133
VALID
P5
0.403
0.133
VALID
P6
0.606
0.133
VALID
P7
0.464
0.133
VALID
P8
0.538
0.133
VALID
P9
0.506
0.133
VALID
P10
0.615
0.133
VALID
Compensation
P1
0.745
0.133
VALID
P2
0.482
0.133
VALID
P3
0.439
0.133
VALID
P4
0.608
0.133
VALID
P5
0.747
0.133
VALID
P6
0.649
0.133
VALID
P7
0.396
0.133
VALID
P8
0.472
0.133
VALID
P9
0.354
0.133
VALID
P10
0.583
0.133
VALID
Job Satisfaction
P1
0.351
0.133
VALID
P2
0.441
0.133
VALID
P3
0.474
0.133
VALID
P4
0.530
0.133
VALID
P5
0.357
0.133
VALID
P6
0.554
0.133
VALID
P7
0.294
0.133
VALID
P8
0.296
0.133
VALID
P9
0.408
0.133
VALID
P10
0.444
0.133
VALID
P11
0.479
0.133
VALID
P12
0.319
0.133
VALID
P13
0.532
0.133
VALID
P14
0.427
0.133
VALID
P15
0.355
0.133
VALID
P16
0.524
0.133
VALID
P17
0.498
0.133
VALID
P18
0.362
0.133
VALID
P19
0.501
0.133
VALID
Technological Literacy, Spiritual Motivation, Compensation, Job Satisfaction, and Turnover Intention: A Case Study in Bank Sumsel Babel
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417
P20
0.580
VALID
Turnover
Intention
P1
0.606
VALID
P2
0.558
VALID
P3
0.563
VALID
P4
0.533
VALID
P5
0.640
VALID
P6
0.601
VALID
P7
0.492
VALID
P8
0.486
VALID
P9
0.364
VALID
P10
0.337
VALID
P11
0.334
VALID
P12
0.407
VALID
P13
0.344
VALID
P14
0.408
VALID
P15
0.417
VALID
Source: processed primary data, 2018
Based on table 2, all Pearson validity coefficients
for each item of the statement from the questionnaire
have values above 0.133, so the instrument is valid.
Furthermore, reliability test is conducted to test
whether the instrument used is reliable. Table 3 will
illustrate the results of reliability test for the
instrument. The instrument is considered to be
reliable if the Cronbach’s Alpha value of each item
of the questionnaire question is greater than 0.6.
Table 3: Test results for instrument reliability
Variable
Cronbach’s
alpha
Critical
point
Desc.
Technological
Literacy
0.784
0.6
RELIABLE
Spiritual
Motivation
0.737
0.6
RELIABLE
Compensation
0.737
0.6
RELIABLE
Job Satisfaction
0.777
0.6
RELIABLE
Turnover
Intention
0.744
0.6
RELIABLE
Source: processed primary data, 2018
Table 3 shows that all values of the Cronbach’s
alpha of the instrument is above 0.6, so the
instrument of this research are reliable.
4.2 Validity and Reliability of CFA
Confirmatory Factor Analysis (CFA) aims to test
the un-dimensionality of the indicator forming each
latent variable. Table 4 presents the results of the
confirmatory factor analysis from each research
model.
Table 4: Test results for CFA validity and reliability
Latent
Variables
Indicators
λ
λ
2
e
CR
VE
Technological
Literacy
X11
0.928
0.861
0.93
15.5
0.6
X12
0.869
0.755
0.87
X13
0.845
0.714
0.84
Spiritual
Motivation
X21
0.865
0.748
0.86
X22
0.780
0.608
0.78
X23
0.645
0.416
0.64
Compensation
X31
0.927
0.859
0.93
X32
0.833
0.694
0.83
X33
0.647
0.419
0.65
Job Satisfaction
Y11
0.931
0.867
0.93
Y12
0.877
0.769
0.88
Y13
0.899
0.808
0.90
Y14
0.916
0.839
0.92
Y15
0.903
0.815
0.90
Turnover
Intention
Y21
0.911
0.830
0.91
Y22
0.942
0.887
0.94
Y23
0.817
0.667
0.82
Source: processed primary data, 2018
Table 4 shows that the loading factor value for
each indicator of the variable construct is greater
than 0.5. It means that each indicator is valid in
forming a construct. Then, the requirement that the
CR (construct reliability) value must be above 0.7
and VE (variance extracted) value must be above 0.5
have already been fulfilled so that it can be
concluded that the construct of each variable has
good construct validity and reliability.
4.3 Research Model
Figure 2 presents information about the research
model.
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Figure 2. Structural model of research
4.4 Goodness of Fit (GOF) Model
The research model of this research must meet
most of the requirements of the Goodness of Fit
(GOF). Table 5 presents the information about GOF
in the research model.
Table 5: Results of GOF research model test
Fit
Indicators
The
Recommended
Value
Model
Evaluation
Research
Findings
Absolute Fit
Probability
p < 0.05
Significant
0.000
Normed
Chi-
Square
(X
2
/df)
< 2
Over
Fitting
1,635
2 < X
2
/df <5
Good Fit
RMSEA
< 0.10
Good Fit
0.065
< 0.05
Very Good
Fit
< 0.01
Outstanding
Fit
P-value
for test of
close fit
> 0.05
Marginal
Fit
0.085
GFI
> 0.90
Marginal
Fit
0.887
AGFI
> 0.90
Marginal
Fit
0.836
Comparative Fit
NFI
0.9
Good Fit
0.934
NNFI or
Tucker
Lewis
0.9
Good Fit
0.965
CFI
0.9
Good Fit
0.973
RFI
0.9
Marginal
Fit
0.914
Parsimonious Fit
PNFI
0-1
Good Fit
0.721
PGFI
0-1
Good Fit
0.609
Source: processed primary data, 2018
Based on the table 5, it can be concluded that the
overall research model fulfills most of the required
Goodness of Fit (GOF). It shows that the structural
equation produced in the research can be used to
explain the correlation between the variables under
the research.
4.5 Hypothesis Test
Table 6: Results of hypothesis testing for direct effect
Effects
Path
Coefficient
t-
count
Sig.
Conclusion
Technological
Literacy
Job
Satisfaction
0.454
4.839
0.000
Significant
Spiritual
Motivation
Job
Satisfaction
0.169
2.390
0.017
Significant
Compensation
Job
Satisfaction
0.279
3.024
0.002
Significant
Technological
Literacy
Turnover
Intention
-0.224
-2.780
0.002
Significant
Spiritual
Motivation
Turnover
Intention
-0.581
-6.144
0.000
Significant
Compensation
Turnover
Intention
-0.209
-2.501
0.002
Significant
Job
Satisfaction
Turnover
Intention
-0.415
-5.436
0.000
Significant
Source: processed primary data, 2018
From the table 6, it can be seen that:
1. The coefficient of exogenous latent variable of
Technological Literacy on Job Satisfaction
variable is 0.454, indicating a moderate positive
correlation between Technology Literacy and
Job Satisfaction. The value of t-count of 4.839 is
Technological Literacy, Spiritual Motivation, Compensation, Job Satisfaction, and Turnover Intention: A Case Study in Bank Sumsel Babel
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419
greater than the determined critical limit i.e. ±
1.96.
2. The coefficient of exogenous latent variable of
Spiritual Motivation on Job Satisfaction
variables is 0.169 in which it shows a moderate
positive correlation between Spiritual Motivation
and Job Satisfaction. The value of t-count 2.390
is greater than the determined critical limit i.e. ±
1.96.
3. The coefficient of exogenous latent variable of
Compensation on Job Satisfaction variables is
0.279 in which it indicates a moderate positive
correlation between Compensation and Job
Satisfaction. The value of t-count 3,024 is greater
than the specified critical limit of ± 1.96.
4. The coefficient of exogenous latent variable of
Technological Literacy on Turnover Intention
variable is -0.224 in which it indicated a
moderate negative correlation between
Technological Literacy and Turnover Intention.
The value of t counts -2.780 is greater than the
specified critical limit of ± 1.96.
5. The coefficient of exogenous latent variable of
Spiritual Motivation on Turnover Intention
variable is -0.581 in which it indicated a
moderate negative correlation between
Technological Literacy and Turnover Intention.
The value of t counts -6.144 is greater than the
specified critical limit of ± 1.96.
6. The coefficient of exogenous latent variable of
Compensation on Turnover Intention variable is
-0.209 in which it indicated a moderate negative
correlation between Technological Literacy and
Turnover Intention. The value of t counts -2.501
is greater than the specified critical limit of ±
1.96.
7. The coefficient of exogenous latent variable of
Job Satisfaction on Turnover Intention variable is
-0.415 in which it indicated a moderate negative
correlation between Job Satisfaction and
Turnover Intention. The value of t counts -5.436
is greater than the specified critical limit of ±
1.96.
Based on table 6 technological literacy, spiritual
motivation, and compensation directly have a
positive and significant effect on job satisfaction.
The results also showed that technology literacy,
spiritual motivation, and compensation directly had
a negative and significant effect on turnover
intentions.
Table 7: Test Results of Indirect Effect
Variable
Direct
effect on
Job
Satisfaction
Indirect effect on
Turnover Intention
through Job Satisfaction
Technological
Literacy
0.454
0.454 x (-0.415) = -0.188
Spiritual
Motivation
0.169
0.169 x (-0.415) = -0.070
Compensation
0.279
0.279 x (-0.415) = -0.116
Source: processed primary data, 2018
Table 7 showed that the indirect effect of
technological literacy, spiritual motivation, and
compensation on turnover intention through
intervening variables of job satisfaction were -0.188,
-0.070, and -0.116 respectively. This value is smaller
than the direct effect of technology literacy, spiritual
motivation, and compensation for turnover
intentions, where each value is -0.224, -0.581, and -
0.209. This shows that there is an indirect influence
between technology literacy, spiritual motivation,
and compensation for turnover intentions through
intervening variables that are partially mediated,
where direct influence is greater than indirect
influence.
5 CONCLUSION
The research findings found that that all
hypotheses are acceptable. The findings showed that
there are positive and significant direct correlation
for each variable of technological literacy, spiritual
motivation, and compensation for job satisfaction,
where the results of the study showed that the
technological literacy, spiritual motivation, and
compensation have a negative and significant effect
on turnover intention.
The findings also showed that there is a negative
and significant effect between the variables of job
satisfaction and turnover intention, where the
technological literacy, spiritual motivation, and
compensation have indirect effect on turnover
intention through job satisfaction variable.
This research has limitations in the size of
analysis unit. Further research is expected to be
carried out with a larger analysis unit and various
number of variables.
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