When Satisfaction Drives Departure: Unpacking Turnover Intentions in Manufacturing

Anugrah Pratama; Perdana Wahyu Santosa

doi:10.58777/hco.v4i1.684

Authors

Anugrah Pratama Faculty of Economics and Business, YARSI University, Jakarta
Perdana Wahyu Santosa

DOI:

https://doi.org/10.58777/hco.v4i1.684

Keywords:

Perceived organizational support, work life balance, work engagement and job satisfaction, turnover intention

Abstract

This study was conducted to analyze the influence of perceived organizational support, work-life balance, work engagement, and job satisfaction on turnover intention. The study was designed as explanatory research. All respondents were employees of PT Indofood Sukses Makmur, Bogasari Division, with a sample of 90 employees. Data were collected using a questionnaire instrument. Data were analyzed using Partial Least Squares Structural Equation Modeling. The results showed a high fit (GoF = 0.556). The R² obtained (Perceived organizational support (POS), work-life balance, job satisfaction, and work engagement affect turnover intention) was 0.447. The relationship between variables (predictive relevance) is shown by the value (Q² = 0.446). From this study, it was found: (1) perceived organizational support has a negative and significant effect on turnover intention; (2) work-life balance does not affect turnover intention; (3) work engagement does not affect turnover intention; and (4) job satisfaction has a positive and significant effect on turnover intention.

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