Job Satisfaction as Mediator of Workplace Ostracism and Perceived Organizational Support on Turnover Intention

Purpose of this study to analyze workplace ostracism and perceived organizational support effect on turnover intention and job satisfaction as a mediator. This is a quantitative research with a cross sectional design. Data collection techniques using questionnaire and literature studies. Population of this research is employees of multinational companies in Indonesia. The research sample amounted to 385 respondents. Using Structural Equation Modeling with AMOS software. The outcomes indicate that ostracism negatively effect job satisfaction and positively effect intention to turnover. Proven job satisfaction as a mediator of workplace ostracism on turnover intention. Meanwhile, perceived organizational support has a positive effect on job satisfaction, but has no effect on turnover intention. However, when perceived organizational support is mediated by job satisfaction, it will have a negative effect on intention to turnover. This shows job satisfaction as a full mediator. Companies must try to rise employee job satisfaction. This can be done through increasing fair promotion opportunities. Companies can take concrete steps to reduce turnover intention such as awareness campaigns about the importance of friendly and respectful communication, and soft skills training that emphasizes the importance of ethics in daily communication.