The effect of employees’ psychological and social capital on job satisfaction, organizational commitment, and turnover intention
The change of workers in industry has been very fast in recent years. Employees’ willingness to work longer for a company, especially in Jakarta, has become a particular challenge. Moreover, individual qualities matter as an employee becomes a concern, such as psychological and social capital that every employee must have to compete. This study aimed to analyze the effects of employees’ psychological and social capital on job satisfaction, organizational commitment, and turnover intention. Researchers collected 218 questionnaires and analyzed the data using the path analysis structural equation model. The results showed that psychological capital has a positive effect on job satisfaction and organizational commitment, but psychological and social capital do not affect turnover intention directly. Social capital does not affect job satisfaction. The findings also showed that psychological capital through job satisfaction and organizational commitment can cause turnover intention.