Effect of Workload and Career Development on Turnover Intention through Job Satisfaction as Variable Mediator

Abstract

This study aims to determine the effect of Workload and Career Development on Turnover Intention through Job Satisfaction as a Variable Mediator. The population used in this study were employees of PT Taiyo Sinar Raya Teknik with a total sample of 84 respondents. The sampling technique used was non-probability sampling with a purposive sampling technique using questionnaires distributed to respondents. Data analysis was carried out using SmartPLS 3. This study shows that workload has a positive and significant effect on turnover intention, career development has a negative and significant effect on turnover intention, job satisfaction has a negative and significant effect on turnover intention, workload has a negative and significant effect on job satisfaction, career development has a positive and significant effect on job satisfaction, job satisfaction can mediate workload on turnover intention, and job satisfaction can mediate career development on turnover intention

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

“…This finding demonstrates that career development has a favorable but minor impact on turnover intention in Jakarta startup enterprises via job satisfaction. This finding is consistent with Dewi and Iqbal's (2023), Jayasri and Annisa's (2023), Kasdorf andKayaalp's (2020), andFitriani andLo's (2020) research. In evaluating this hypothesis, it is also possible to conclude that the career development hypothesis has no effect on turnover intention, hence the hypothesis is rejected.…”

“…The Effect of Career Development on Turnover Intention According to Kasdorf and Kayaal (2020), there is a negative and significant influence between career development and turnover intention, where high career development in a company will significantly reduce the turnover intention rate in the company. This is also supported by Jayasri and Annisa (2023), whose research found that Career development has a negative and significant influence on turnover intention, where the more career opportunities open to employees in the company, the higher the turnover intention rate. Dewi and Nurhayati (2021) back up this claim by performing research on the effect of career development on turnover intention, which yields the same results: the lower the chance for employees to advance in their careers, the higher the turnover intention drive.…”

“…Kasdorf and Kayaal (2020) stated that there is a negative and significant influence between career development and turnover intention, where high career development in a company will significantly reduce the turnover intention rate in the company. This is also supported by Jayasri and Annisa (2023), whose research discovered that career development has a negative and significant influence on turnover intention, where the more career opportunities open to employees in the company, the lower the turnover intention rate in the company. Research conducted by Nurhayati (2021), states that career development has a significant negative effect on moving intentions, while research conducted by Pratiwi & Johannes (2020) states that career development has a significant positive effect on moving intentions.…”

“…According to the results of this poll, the reasons for employee turnover intention include incompatibility with business culture, a lack of professional development, and a lack of flexibility, which leads to increasing workload. According to Jayasri and Annisa (2023), turnover intention is one of the reasons people leave their jobs in search of a better one. Companies frequently encounter high intention and unpredictable turnover.…”