Simulation of the spread of turnover intention behavior through employee interaction in a digital work environment
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Sahasika Rahmalia Dewi(1*)
Program Studi Bisnis Digital, Fakultas Ekonomika dan Bisnis, Universitas Negeri Surabaya
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Dana Azizah Rahmat(2)
Program Studi Bisnis Digital, Fakultas Ekonomika dan Bisnis, Universitas Negeri Surabaya
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Dhiyan Septa Wihara(3)
Program Studi Bisnis Digital, Fakultas Ekonomika dan Bisnis, Universitas Negeri Surabaya
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Hafid Kholidi Hadi(4)
Program Studi Bisnis Digital, Fakultas Ekonomika dan Bisnis, Universitas Negeri Surabaya
(*) Corresponding Author
Keywords:
Agent-Based Model, Turnover Intention, Digital Work Environment, Social Contagion, Organizational Commitment
Abstract
Turnover intention has become an increasingly complex issue in digital work environments due to the combined influence of employees' psychological conditions and social interactions. This study aims to analyze the dynamics of turnover intention diffusion using an agent-based modeling (ABM) approach. The model was developed in NetLogo with 100 employee agents and incorporated digital work stress, job engagement, organizational commitment, interaction intensity, and digital work environment quality as key variables. Simulations were conducted for 96 ticks, representing 24 months, across three scenarios: digital work stress, social diffusion, and organizational commitment. The simulation results indicate that higher digital work stress consistently increases turnover intention, while job engagement and organizational commitment help reduce this tendency. Social interaction intensity significantly accelerates the spread of turnover intention through a contagion effect, resulting in faster diffusion within highly connected employee networks. Furthermore, organizational commitment acts as a protective factor that promotes positive emergent behavior by reducing turnover intention and maintaining organizational stability. These findings demonstrate that ABM effectively captures how individual behavioral changes evolve into collective organizational patterns and provides a valuable decision-support tool for evaluating employee retention strategies in digital work environments.
Keywords: Agent-Based Model; Turnover Intention; Digital Work Environment; Social Contagion; Organizational Commitment
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References
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Knardahl, S., & Christensen, J. O. (2022). Working at home and expectations of being available: effects on perceived work environment, turnover intentions, and health. Scandinavian Journal of Work, Environment & Health, 48(2), 99–108. https://doi.org/10.5271/sjweh.3996
Lazzari, M., Alvarez, J. M., & Ruggieri, S. (2022). Predicting and explaining employee turnover intention. International Journal of Data Science and Analytics, 14(3), 279–292. https://doi.org/10.1007/s41060-022-00329-w
Loan, L. T. M. (2020). The influence of organizational commitment on employees’ job performance: The mediating role of job satisfaction. Management Science Letters, 3308–3312. https://doi.org/10.5267/j.msl.2020.6.007
Manuaba, I. B. G. P., & Suwandana, I. G. M. (2022). Pengaruh Stres Kerja Dan Komitmen Organisasional Terhadap Turnover Intention. E-Jurnal Manajemen Universitas Udayana, 11(5), 1049. https://doi.org/10.24843/EJMUNUD.2022.v11.i05.p10
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Meyer, J. P., Allen, N. J., & Smith, C. A. (1993). Commitment to organizations and occupations: Extension and test of a three-component conceptualization. Journal of Applied Psychology, 78(4), 538–551. https://doi.org/10.1037/0021-9010.78.4.538
Mićić, L., Khamooshi, H., Raković, L., & Matković, P. (2022). Defining the digital workplace: A systematic literature review. Strategic Management, 27(2), 29–43. https://doi.org/10.5937/StraMan2200010M
Mićić, L., & Mastilo, Z. (2022). Digital Workplace Transformation: Innovative Approach After Covid-19 Pandemic. ECONOMICS, 10(2), 63–76.
https://doi.org/10.2478/eoik-2022-0014
Munir, M., & Lestari, F. A. D. (2026). The Role of Digital HRM Transformation in Reducing Employee Turnover Intention: A Literature Review. Jurnal Manajemen Dan Profesional, 7(1), 107–117. https://doi.org/10.32815/jpro.v7i1.2951
Nisar, S. K., & Rasheed, M. I. (2020). Stress and performance: Investigating relationship between occupational stress, career satisfaction, and job performance of police employees. Journal of Public Affairs, 20(1). https://doi.org/10.1002/pa.1986
Noerchoidah, Rossitika, A. R., Istikhoroh, S., Harjanti, D., & Sitepu, R. B. (2026). Membangun Innovative Work Behavior di Era Digital: Kompetensi Digital, Agility Karyawan, dan Lingkungan Kerja Digital. Jurnal Ilmu Manajemen, 129–142. https://doi.org/10.26740/jim.v14n1.p129-142
Novianti, K. R. (2021). Does Organizational Commitment Matter? Linking Transformational Leadership With Organizational Citizenship Behavior (OCB). Jurnal Aplikasi Manajemen, 19(2), 335–345.
https://doi.org/10.21776/ub.jam.2021.019.02.09
Onggo, B. S., & Foramitti, J. (2021). Agent-Based Modeling and Simulation For Business and Management: A Review and Tutorial. 2021 Winter Simulation Conference (WSC), 1–15. https://doi.org/10.1109/WSC52266.2021.9715352
Puspita, D. D., & Zamralita, Z. (2023). Peran Burnout Sebagai Mediator Pada Hubungan Stres Digital Dengan Intensi Keluar Kerja. Jurnal Muara Ilmu Sosial, Humaniora, Dan Seni, 7(3), 482–489. https://doi.org/10.24912/jmishumsen.v7i3.25674.2023
Rahayu, S., Finthariasari, M. F., & Santri, D. R. (2022). Turnover Intention Review: The Influence Of Organizational Justice And The Work Environment. EKOMBIS REVIEW: Jurnal Ilmiah Ekonomi Dan Bisnis, 10(2).
https://doi.org/10.37676/ekombis.v10i2.2277
Rasulova, D., & Tanova, C. (2025). The constant ping: Examining the effects of after-hours work connectivity on employee turnover intention. Acta Psychologica, 254, 104789. https://doi.org/10.1016/j.actpsy.2025.104789
Riedl, R., Fischer, T., & Reuter, M. (2023). Measuring digital stress in the workplace context. Informatik Spektrum, 46(5–6), 235–239.
https://doi.org/10.1007/s00287-023-01553-9
Schaufeli, W. B., & Bakker, A. B. (2004). Job demands, job resources, and their relationship with burnout and engagement: a multi‐sample study. Journal of Organizational Behavior, 25(3), 293–315. https://doi.org/10.1002/job.248
Schaufeli, W. B., Salanova, M., González-romá, V., & Bakker, A. B. (2002). The Measurement of Engagement and Burnout: A Two Sample Confirmatory Factor Analytic Approach. Journal of Happiness Studies, 3(1), 71–92.
https://doi.org/10.1023/A:1015630930326
Shaw, J. D. (2011). Turnover rates and organizational performance. Organizational Psychology Review, 1(3), 187–213. https://doi.org/10.1177/2041386610382152
Storm, K., & Rothmann, S. (2003). A psychometric analysis of the Utrecht Work Engagement Scale in the South African police service. SA Journal of Industrial Psychology, 29(4). https://doi.org/10.4102/sajip.v29i4.129
Usanova, K., & Géraudel, M. (2024). Talent turnover and the contagion effect: the case of the aerospace industry. Human Resource Development International, 27(4), 458–480. https://doi.org/10.1080/13678868.2023.2238247
Winata, A., & Martdianty, F. (2022). Effects of Supportive Work Environment, Person- Organization Fit and Organizational Engagement on Digital Industry’s Employees Turnover Intention. Proceedings of the 4th International Conference on Economics, Business and Economic Education Science, ICE-BEES 2021, 27-28 July 2021, Semarang, Indonesia. https://doi.org/10.4108/eai.27-7-2021.2316816
Wong, K. F. E., & Cheng, C. (2020). The Turnover Intention–Behaviour Link: A Culture‐Moderated Meta‐Analysis. Journal of Management Studies, 57(6), 1174–1216. https://doi.org/10.1111/joms.12520
Xue, J., Wang, H., Chen, M., Ding, X., & Zhu, M. (2022). Signifying the Relationship Between Psychological Factors and Turnover Intension: The Mediating Role of Work-Related Stress and Moderating Role of Job Satisfaction. Frontiers in Psychology, 13. https://doi.org/10.3389/fpsyg.2022.847948
https://e-jurnal.nobel.ac.id/index.php/ej/article/view/4664
Battisti, E., Alfiero, S., & Leonidou, E. (2022). Remote working and digital transformation during the COVID-19 pandemic: Economic–financial impacts and psychological drivers for employees. Journal of Business Research, 150, 38–50. https://doi.org/10.1016/j.jbusres.2022.06.010
Berger, M., Schäfer, R., Schmidt, M., Regal, C., & Gimpel, H. (2024). How to prevent technostress at the digital workplace: a Delphi study. Journal of Business Economics, 94(7–8), 1051–1113. https://doi.org/10.1007/s11573-023-01159-3
Bothma, C. F. C., & Roodt, G. (2013). The validation of the turnover intention scale. SA Journal of Human Resource Management, 11(1).
https://doi.org/10.4102/sajhrm.v11i1.507
Charles, L., Xia, S., & Coutts, A. P. (2022). Digitalization and Employment: A Review. In Ilo. https://www.ilo.org/employment/Whatwedo/Publications/WCMS_854353/lang--en/index.htm
Chung, E. K., Jung, Y., & Sohn, Y. W. (2017). A moderated mediation model of job stress, job satisfaction, and turnover intention for airport security screeners. Safety Science, 98, 89–97. https://doi.org/10.1016/j.ssci.2017.06.005
Crooks, A., Heppenstall, A., Malleson, N., & Manley, E. (2021). Agent-Based Modeling and the City: A Gallery of Applications (pp. 885–910). https://doi.org/10.1007/978-981-15-8983-6_46
Davissyah, A., Januart, F. I., & Yaqin, M. A. (2025). Simulasi Agent-Based dalam Prediksi Turnover dan Strategi Retensi Karyawan. Journal Automation Computer Information System, 6(1), 47–58. https://doi.org/10.47134/jacis.v6i1.157
Felps, W., Mitchell, T. R., Hekman, D. R., Lee, T. W., Holtom, B. C., & Harman, W. S. (2009). Turnover Contagion: How Coworkers’ Job Embeddedness and Job Search Behaviors Influence Quitting. Academy of Management Journal, 52(3), 545–561. https://doi.org/10.5465/amj.2009.41331075
Galan, N. (2023). Knowledge loss induced by organizational member turnover: a review of empirical literature, synthesis and future research directions (Part I). The Learning Organization, 30(2), 117–136. https://doi.org/10.1108/TLO-09-2022-0107
Grimm, V., Revilla, E., Berger, U., Jeltsch, F., Mooij, W. M., Railsback, S. F., Thulke, H.-H., Weiner, J., Wiegand, T., & DeAngelis, D. L. (2005). Pattern-Oriented Modeling of Agent-Based Complex Systems: Lessons from Ecology. Science, 310(5750), 987–991. https://doi.org/10.1126/science.1116681
Hinkin, T., & Tracey, B. (2006). Development and Use of a Web-based Tool to Measure the Costs of Employee Turnover: Preliminary Findings Hospitality Report Cornell. • Www.Chr.Cornell.Edu CHR Reports, 6(6). www.chr.cornell.edu
Klügl, F. (2008). A validation methodology for agent-based simulations. Proceedings of the 2008 ACM Symposium on Applied Computing, 39–43.
https://doi.org/10.1145/1363686.1363696
Knardahl, S., & Christensen, J. O. (2022). Working at home and expectations of being available: effects on perceived work environment, turnover intentions, and health. Scandinavian Journal of Work, Environment & Health, 48(2), 99–108. https://doi.org/10.5271/sjweh.3996
Lazzari, M., Alvarez, J. M., & Ruggieri, S. (2022). Predicting and explaining employee turnover intention. International Journal of Data Science and Analytics, 14(3), 279–292. https://doi.org/10.1007/s41060-022-00329-w
Loan, L. T. M. (2020). The influence of organizational commitment on employees’ job performance: The mediating role of job satisfaction. Management Science Letters, 3308–3312. https://doi.org/10.5267/j.msl.2020.6.007
Manuaba, I. B. G. P., & Suwandana, I. G. M. (2022). Pengaruh Stres Kerja Dan Komitmen Organisasional Terhadap Turnover Intention. E-Jurnal Manajemen Universitas Udayana, 11(5), 1049. https://doi.org/10.24843/EJMUNUD.2022.v11.i05.p10
Mastroianni, K., & Storberg-Walker, J. (2014). Do work relationships matter? Characteristics of workplace interactions that enhance or detract from employee perceptions of well-being and health behaviors. Health Psychology and Behavioral Medicine, 2(1), 798–819. https://doi.org/10.1080/21642850.2014.933343
Meyer, J. P., Allen, N. J., & Smith, C. A. (1993). Commitment to organizations and occupations: Extension and test of a three-component conceptualization. Journal of Applied Psychology, 78(4), 538–551. https://doi.org/10.1037/0021-9010.78.4.538
Mićić, L., Khamooshi, H., Raković, L., & Matković, P. (2022). Defining the digital workplace: A systematic literature review. Strategic Management, 27(2), 29–43. https://doi.org/10.5937/StraMan2200010M
Mićić, L., & Mastilo, Z. (2022). Digital Workplace Transformation: Innovative Approach After Covid-19 Pandemic. ECONOMICS, 10(2), 63–76.
https://doi.org/10.2478/eoik-2022-0014
Munir, M., & Lestari, F. A. D. (2026). The Role of Digital HRM Transformation in Reducing Employee Turnover Intention: A Literature Review. Jurnal Manajemen Dan Profesional, 7(1), 107–117. https://doi.org/10.32815/jpro.v7i1.2951
Nisar, S. K., & Rasheed, M. I. (2020). Stress and performance: Investigating relationship between occupational stress, career satisfaction, and job performance of police employees. Journal of Public Affairs, 20(1). https://doi.org/10.1002/pa.1986
Noerchoidah, Rossitika, A. R., Istikhoroh, S., Harjanti, D., & Sitepu, R. B. (2026). Membangun Innovative Work Behavior di Era Digital: Kompetensi Digital, Agility Karyawan, dan Lingkungan Kerja Digital. Jurnal Ilmu Manajemen, 129–142. https://doi.org/10.26740/jim.v14n1.p129-142
Novianti, K. R. (2021). Does Organizational Commitment Matter? Linking Transformational Leadership With Organizational Citizenship Behavior (OCB). Jurnal Aplikasi Manajemen, 19(2), 335–345.
https://doi.org/10.21776/ub.jam.2021.019.02.09
Onggo, B. S., & Foramitti, J. (2021). Agent-Based Modeling and Simulation For Business and Management: A Review and Tutorial. 2021 Winter Simulation Conference (WSC), 1–15. https://doi.org/10.1109/WSC52266.2021.9715352
Puspita, D. D., & Zamralita, Z. (2023). Peran Burnout Sebagai Mediator Pada Hubungan Stres Digital Dengan Intensi Keluar Kerja. Jurnal Muara Ilmu Sosial, Humaniora, Dan Seni, 7(3), 482–489. https://doi.org/10.24912/jmishumsen.v7i3.25674.2023
Rahayu, S., Finthariasari, M. F., & Santri, D. R. (2022). Turnover Intention Review: The Influence Of Organizational Justice And The Work Environment. EKOMBIS REVIEW: Jurnal Ilmiah Ekonomi Dan Bisnis, 10(2).
https://doi.org/10.37676/ekombis.v10i2.2277
Rasulova, D., & Tanova, C. (2025). The constant ping: Examining the effects of after-hours work connectivity on employee turnover intention. Acta Psychologica, 254, 104789. https://doi.org/10.1016/j.actpsy.2025.104789
Riedl, R., Fischer, T., & Reuter, M. (2023). Measuring digital stress in the workplace context. Informatik Spektrum, 46(5–6), 235–239.
https://doi.org/10.1007/s00287-023-01553-9
Schaufeli, W. B., & Bakker, A. B. (2004). Job demands, job resources, and their relationship with burnout and engagement: a multi‐sample study. Journal of Organizational Behavior, 25(3), 293–315. https://doi.org/10.1002/job.248
Schaufeli, W. B., Salanova, M., González-romá, V., & Bakker, A. B. (2002). The Measurement of Engagement and Burnout: A Two Sample Confirmatory Factor Analytic Approach. Journal of Happiness Studies, 3(1), 71–92.
https://doi.org/10.1023/A:1015630930326
Shaw, J. D. (2011). Turnover rates and organizational performance. Organizational Psychology Review, 1(3), 187–213. https://doi.org/10.1177/2041386610382152
Storm, K., & Rothmann, S. (2003). A psychometric analysis of the Utrecht Work Engagement Scale in the South African police service. SA Journal of Industrial Psychology, 29(4). https://doi.org/10.4102/sajip.v29i4.129
Usanova, K., & Géraudel, M. (2024). Talent turnover and the contagion effect: the case of the aerospace industry. Human Resource Development International, 27(4), 458–480. https://doi.org/10.1080/13678868.2023.2238247
Winata, A., & Martdianty, F. (2022). Effects of Supportive Work Environment, Person- Organization Fit and Organizational Engagement on Digital Industry’s Employees Turnover Intention. Proceedings of the 4th International Conference on Economics, Business and Economic Education Science, ICE-BEES 2021, 27-28 July 2021, Semarang, Indonesia. https://doi.org/10.4108/eai.27-7-2021.2316816
Wong, K. F. E., & Cheng, C. (2020). The Turnover Intention–Behaviour Link: A Culture‐Moderated Meta‐Analysis. Journal of Management Studies, 57(6), 1174–1216. https://doi.org/10.1111/joms.12520
Xue, J., Wang, H., Chen, M., Ding, X., & Zhu, M. (2022). Signifying the Relationship Between Psychological Factors and Turnover Intension: The Mediating Role of Work-Related Stress and Moderating Role of Job Satisfaction. Frontiers in Psychology, 13. https://doi.org/10.3389/fpsyg.2022.847948
Published
2026-07-27
How to Cite
Dewi, S., Rahmat, D., Wihara, D., & Hadi, H. (2026). Simulation of the spread of turnover intention behavior through employee interaction in a digital work environment. Journal of Management : Small and Medium Enterprises (SMEs), 19(2), 1903-1922. https://doi.org/10.35508/jom.v19i2.29555
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Articles
