GENDER DIFFERENCE ON THE MODELING OF TURNOVER INTENTION BEHAVIOR

Turnover effects on companies that tend to lead to losses as well as the results of inconclusive studies on variables that explain turnoverintention. However, studies that compare turnover intention between male and female employees on the model developed were still very limited. These empirical and theoretical findings direct this study to conduct comparative studies on male and female employees. The study was conducted on male and female employees in various industries. Interviews using questionnaires are data collection techniques used in this study. The acquisition of the data is used to test the model, the influence among variables and comparative studies using AMOS as the statistical approach. The results of the study show that turnover intention in women is higher than that of men. The high turnover intention in women is caused by the decrease in organizational commitment due to the increase in job stress.


Introduction
Many studies related to turnover intention have been carried out. For companies, turnover is serious problem. There are a number of underlying reasons, namely (1) employeesturnover causes the companies to lose the inherent capabilities of the employees who resign. (Wahyuni, Zaika, Anwar, 2014), (2) the disruption of company performance starting from the unstable condition of the workforce amount, the decreaseproductivity of the employees, and theinconducive work atmosphere (Nahusona, 2004;Joarder et. al, 2011).
Various studies related to variables that explain turnover intention have been studied.
Of many of these studies, this study has carried out review presented in the following table.
Besides the turnover problem, the company is also faced with the change in the composition of the workforce. The results of the National Labor Force Survey (Sakernas) indicate that the percentage of female workers has increased from year to year. This is an indication of the high enthusiasm of women to enter the workforce. Economic factor, the more opened employment opportunities for women, gender equality are the reasons that arise when women decide to work. Of course, hiring female employees gives its own consequences for the company. Wanous (1980) in his study stated that turnover conducted by women tends to be higher compared to men. However, empirical studies that test the models developed based on gender comparatively are still limited.The empirical and theoretical phenomena become the justification in this study that studies related to turnover intention are still relevant, interesting and opportunities are still opened for further study.

Turnover Intention
Turnover intention according to Zeffane (1994) is the tendency or the desire of the employees not to continue their work. Turnover intention according to Robbins (2006) can be done voluntarily (voluntary turnover) or not voluntarily (involuntary turnover).
Voluntaryturnover is an outgoing decision made by the employees based on their own desires. It is usually caused by the degree of attractiveness of a job or related to the availability of another more promising job. Involuntary turnover leads to the termination of employment by the company to its employees (Shaw et. al., 1998). Salleh, Bakar and Keong (2008) interpret job stress as a form of the employees body or mental responses because of the pressure, strength or tendency of a job. One type of pressure is workload. Employees who work for a company will carry out a series of responsibilities with the job description and position entrusted to the employees. Often, the demands of responsibility arising from a job overtake the job descriptionso that resulted in workload.

The Effect of Workload on Job Stress
Workload occured continuously and accumulated gradually will cause job stress.
Referring to the description that explains the influence and strengthened by the previous studies, the following hypothesis is developed: H1: Workload has positive effect on job stress Khatibi et.al., (2009) and Firth et.al., (2004) stated that there was negative relationship between job stress and organizational commitment.The employees with high stress level hadimplications toward their low organizational commitment. Likewise, Velnampy and Aravinthan (2013) stated that there was negative relationship between job stress and organizational commitment. Moncrief et.al., (1997) argued that there was significant and negative effect of job stress and organizational commitment that greatly influenced the sustainability of the organization. The roles of conflict and the ambiguous roles as the Gender Difference on The Modeling of Turnover Intention Behavior stressors influence on the decrease on organizational commitment, which means there is negative and significant relationship between job stress and organizational commitment (Pool, 2000). Cha et.al., (2011) stated that job stress has significant and negative relationship on organizational commitment. Job stress has negative effect on organizational commitment because the higher stress results, it will give result in the decrease on organizational commitment (Iresa et.al., 2015).

The Effect of Job Stress on Organizational Commitment
Other researchs by Tiwari and Mishra (2008), Ariawan and Sriati (2018) Referring to the description that explains the influence and strengthened by the previous studies, the following hypothesis is developed: H2: Job stress has negative effect on organizational commitment

The Effect of Work Family Conflict on Organizational Commitment
The excessive workload, the long working hours, the inflexibility of operating hours, the company policies regarding holidays and working hours that isvery tight often lead to work-family conflict (Moqsood et.al., 2012). Work family conflict can influence organizational commitment before the employees finally have to leave work (Carlson et.al., 2010). However, the direct relationship shows that the employees will keep enjoying their work despite experiencing work-family conflict, but because family pressure is strong enough it can force them to leave work (Agustina, 2008).  (2015) found that work family conflict has significant negative effect on organizational commitment. But, the research of Buhali and Margaretha (2013) showed that work family conflict has positive unsignificant effect on organizational commitment.
While the research of Rantika and Sonjoyo (2011) showed that Work family conflict has negative unsignificant effect on organizational commitment.
Referring to the description that explains the influence and strengthened by the previous studies, the following hypothesis is developed: H3: Work family conflict has negative effect on organizational commitment

The Effect of Organizational Commitment on Turnover Intention
Hendrayani (2013) stated that organizational commitment has significant effect on Turnover Intention.Someone who has high commitment will have identification toward the organization, the leader is faced with the commitment to entrust the tasks and responsibilities to subordinates. The employees who have strong effective commitment will stay with the organization because they want to stay (because they want to).The employees who have strong continuous commitment will stay because they have to live with the organization. The employees perceptions of high organizational commitment will result in the employees intention to leave is low. Vice versa, when the employees lack of organizational commitment, the intention to leave will be even higher (Tumbelaka et al., 2016).
Referring to the description that explains the influence and strengthened by the previous studies, the following hypothesis is developed: H4: Organizational commitment has negative effect on turnover intention

Comparative Gender-based Turnover Intention Modeling
The entry of women in the workforce has different consequences for both the female employees themselves and for the company. For women who decide to work, it raises the consequence that women will do two jobs, namely work as housewives and as employees (Amelia, 2010). This is not faced by male employees whose main task is to work. Wanous (1980) in his study stated that turnoverconducted by women tends to be higher compared to the men.
Referring to the description that explains the influence and strengthened by the previous studies, the following hypothesis is developed:

Population and Sample
Population and at the same time the sample that became the object of this study arethe private employees in Semarangcity collected during the study period. Source: Processed Primary Data, 2019

Technique of Data Collection
Data collection was done through interview by using questionnaire. Scoring for the answers given by the respondents.The primary data used 1-7interval scale.

The Development of Variable Measurement Indicators
Operationalization of the research variables measurement is carried out by using the following indicators.

Gender Difference on The Modeling of Turnover Intention Behavior
The research model and the influence among variablestesting were carried out using

Result and Discussion
Full Model Testing

Feasibility Testing of Research Model
The testing of the research model developed in this study and the influence among variables were carried out using SEM. The following is the result of the full modeltesting.

Picture 1. Research Model Testing
Source: Processed Primary Data, 2019 The table below presents information on the feasibility testing of the research model developed in this study.

Testing of Variable Influence on the Full Model
Whether there is a real effect of causalityor not is analyzed from the value of Critical Ratio (CR) and probability that is done to test the four hypotheses proposed in this study.

a. Workload -Job Stress Testing
The standardized estimate value is 0.509, the CR value 6.119 with the probability of 0.000 is the result of the parameters estimated in the testing of the effect of workload on job stress. The probability value of 0,000 indicates that

Gender Difference on The Modeling of Turnover Intention Behavior
workload is proven to have significant positive effect on job stressstatistically, meaning that the increase of workload causes the increase ofjob stress.

b. Job Stress -Organizational Commitment Testing
The standardized estimate value is -0.168, the CR value of -2.096 with the probability of 0.036 is the result of the parameters estimated in the testing of the effect of job stress on organizational commitment. The probability value of 0.036 indicates that job stress is proven to have significant negative effect on organizational commitmentstatistically, meaning that the increase ofjob stress causes the decrease of organizational commitment.

c. Work Family Conflict -Organizational Commitment Testing
The standardized estimate value is -0.223, the CR value of -2.197 with the probability of 0.028 is the result of the parameters estimated in the testing of the effect of work family conflict on organizational commitment. The probability value of 0.028 indicates that work family conflict is proven to have significant negative effect on organizational commitmentstatistically, meaning that the increase of work family conflict causes the decrease of organizational commitment.

d. Organizational Commitment -Turnover Intention Testing
The standardized estimate value is -0,348, the CR value of -2.603 with the probability of 0.009 is the result of the parameters estimated in the testing of the effect of organizational commitment on turnover intention. The probability value of 0.009 indicates that organizational commitment is proven to have significant negative effect on turnover intentionstatistically, meaning that the increase of organizational commitment causes the decrease of turnover intention.

Feasibility Test of Model Based on Gender
The following are the results of comparative testing of research models based on gender. The table above shows that the calculationChi Square value for each group is smaller than the critical Chi Square value as well as the significance value which is greater than 0.05. These results indicate that there is no difference between the sample covariance matrix and the estimated population covariance matrix or in other words the model is accepted or fit.

The Influence ofVariables Testing Based on Gender
This sub-section provides an explanation about the influence among variables based on each group gender.

Discussion
Based on the results of the influence among variables testing presented in table 11 above, it can be seen that in the male group, the workload is statistically proven to have significant positive effect on job stress. This means that the increase of workload will have an impact on the increase ofjob stress on male employees. The influence of other variables does not show tangible results. This means that job stress and work family conflict do not actually explain the variation in organizational commitment. Similarly, organizational commitment that goes up or down does not clearly explain the occurrence of turnover intention. This finding provides scientific and empirical evidence that men can experience Gender Difference on The Modeling of Turnover Intention Behavior job stress due to the increase of workload. However, this increase in job stress does not trigger changes in other variables given the more important role of men in the family, namely as a source of family economy.
The testing results in the women group showed different results from the male group.
Testing in women group shows that workload can lead to job stress. Job stress according to the results of this study can lead to changes in organizational commitment. However, this is not the case with work family conflict that does not show real effect on organizational commitment. Still from the results of this study, organizational commitment can significantly influence the occurrence of turnover intention.

Managerial Implication
The work force has undergone a shift. The interest of women to enter the workforce has increased. Economic reason and equality are the dominant reasons underlying the women enterthe world of work. However, companies need to observe that it turns out that hiring women as employees is of course having different consequences than male employees. The results of this study indicate that female employees tend to have higher turnover intention than the male employees. The decrease of organizational commitment triggered by job stress and the increase workload are the variables that explain why the occurrence of turnover intention in female workers is higher than in men.