Effect of Career Development and Workload on Turnover Intention with Job Satisfaction as an Intervening Variable

Abstract

Turnover intention must be addressed as a phenomena and human behavior that is vital in corporate life from both an individual and societal standpoint, with the understanding that the desire to change employees will have a substantial influence on both the firm and the employees involved. The purpose of this study is to examine the impact of Career Development on turnover intention, Career Development on job satisfaction, Workload on turnover intention, Workload on job satisfaction, Job satisfaction on turnover intention, Career Development on turnover intention via job satisfaction, and Job stress on turnover intention via job satisfaction. With 155 respondents, the sample was drawn using a proportionate sampling technique. According to the findings of this study, Career Development has a negative and significant influence on employee turnover intention at startup companies in Jakarta. Career Development has a positive and significant influence on job satisfaction, Workload has a considerable and beneficial influence on employee turnover intention. Workload has a negative and severe impact on employee job satisfaction, Employee turnover intention is influenced negatively and insignificantly by job satisfaction, through employee work satisfaction, Career Development has a negative and minor influence on turnover intention meanwhile Workload has a favorable and considerable influence on turnover intention through employee job satisfaction at a startup company in Jakarta.

Pengaruh Pengembangan Sumber Daya Manusia (SDM), Manajemen Pengetahuan dan Produktivitas terhadap Kinerja Auditor

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