The Influence of Work Motivation, Organisational Commitment, and Job Satisfaction on the Intention to Leave a Public Organisation in Indonesia

Carolina Prihandinisari

    Research output: ThesisDoctoral Thesis

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    Public sector turnover has been a current issue in the public sector management literature. The aims of this study were to identify significant factors that drive the intention to leave a public organization. This study examined how work motivations (intrinsic motivation, extrinsic motivation, and public service motivation) and work attitudes (organisational commitment and job satisfaction) influence turnover intention in a developing, non-western, and recently reformed public sector organisation. An Indonesian public organization was chosen as the context of the study and provided an interesting contextual background since this organization has been going through a major changes as part of bureaucratic reform.
    This research employed both quantitative and qualitative approach. A questionnaire-based survey was a primary source of quantitative data. The survey was conducted in 11 cities across Indonesia. Total questionnaires distributed were 644 and 601 were returned, giving 93% response-rate. Some quantitative data analyses were utilised, included: exploratory factor analysis (EFA), confirmatory factor analysis (CFA), regressions, and structural equation modeling (SEM). EFA and regressions are performed by using IBM SPSS 20 statistical software. Principal Axis Factoring (PAF) with Promax rotation - a technique in EFA method, was chosen and justified for this study to extract relevant factors from each variables in the data set. Followed with the Maximum Likelihood Estimation (MLE) computation, as a technique in CFA method provided by LISREL 9.2 statistical software, was employed to confirm the factors. Finally, SEM was used to explore the relationships between the latent and observed variables. The qualitative approach was adopted as a supplementary analysis to the quantitative findings. Semi-structured interviews were deployed to nine participants – who previously worked at the Organisation before they voluntarily resigned. The qualitative analysis aimed to scrutinise the reasons that drove them to quit.
    The results of quantitative analyses supported the hypotheses presented in this research. In summary, intrinsic motivation, extrinsic motivation, public sector motivation, organisational commitment, and job satisfaction significantly influenced intention to leave an organisation in the Indonesian public sector background. However, the application of western-developed theories in the Asian context is influenced by national and organisational cultures. In qualitative perspective, four themes emerged from the analysis, including: human resource management; employee’s welfare; policy and regulation; and organisational changes. Practical recommendations for public sector managers are offered, as well as recommendations for future research.
    Original languageEnglish
    QualificationDoctor of Business Administration
    Awarding Institution
    • Charles Sturt University
    • Rahman, Azizur, Principal Supervisor
    • Hicks, John, Co-Supervisor
    Award date17 Sept 2018
    Publication statusPublished - 19 Sept 2018


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