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Hospitals are a crucial sector in a country due to their functions encompassing various aspects of healthcare provision. Factors supporting smooth operations and quality healthcare services in hospitals include human resources, facilities and infrastructure, health information systems, financial management, good customer service, security, occupational health, and other supporting factors. This study aims to determine the effect of compensation, work environment, and work stress on employee work productivity at Bhayangkara Level II Hospital in Kediri City. The research method used is a quantitative approach with multiple linear regression analysis techniques. The sample in this study amounted to 40 respondents who were employees of Bhayangkara Level II Hospital in Kediri City. The results of the analysis show that partially compensation, work environment, and work stress have a positive and significant effect on employee work productivity. Compensation has a calculated t value of 2.500 with a significance of 0.015, work environment is 6.170 with a significance of <0.001, and work stress is 5.305 with a significance of <0.001. Simultaneously, these three variables also have a significant effect on work productivity with a calculated F value of 35.438 and a significance of <0.001. Based on these findings, it is recommended that the hospital management continue to evaluate the compensation system, create a conducive work environment, and manage employee work stress through training and counseling facilities. Further research is expected to add other variables such as internal communication, job satisfaction, and career development to obtain more comprehensive results.

High turnover intention has become a critical issue in the broadcasting industry, especially in divisions that operate under fast-paced tasks and high levels of pressure. This study aims to analyze the influence of career development and job satisfaction on employees’ intention to leave the organization. Career development is measured through indicators such as promotion opportunities, work experience, and training, while job satisfaction is assessed through compensation, work environment, and recognition. A quantitative research design was applied, utilizing Partial Least Square (PLS) to analyze data obtained from a survey of employees working in a broadcasting company in Surabaya. The findings demonstrate that both career development and job satisfaction have a significant negative relationship with turnover intention, meaning that improvements in these variables can effectively reduce employees’ desire to quit. Among the career development indicators, work experience was found to be the most dominant factor influencing employee retention. On the other hand, recognition emerged as the most influential dimension of job satisfaction, showing that appreciation from the organization plays a crucial role in maintaining employee commitment. Overall, this study highlights the importance for broadcasting companies to implement effective career development strategies and enhance job satisfaction in order to minimize turnover intention and sustain organizational stability.

Turnover intention is widely recognized as one of the earliest indicators of potential employee resignation, which in turn can generate considerable organizational challenges such as increased operational costs, the erosion of organizational knowledge, and declining productivity levels. While a significant body of international research has explored the antecedents of turnover intention, studies that specifically provide a narrative synthesis within the Indonesian workforce context remain scarce. Recognizing this gap, the present study seeks to identify the dominant factors that influence turnover intention in Indonesia by conducting a narrative literature review. The review focused on nine selected articles published between 2018 and 2023 in nationally indexed journals. To ensure rigor, the selection was based on predefined criteria: the articles had to employ empirical designs involving full-time employees, apply quantitative research methodologies, and explicitly examine the relationships between independent variables and turnover intention. The data extracted from the studies were analyzed thematically to identify recurring patterns and dominant themes. The analysis revealed four key factors that consistently shaped turnover intention across the reviewed literature. First, job stress was found to be a critical determinant, where prolonged work pressure and role overload significantly increased employees’ desire to leave. Second, job satisfaction emerged as a central variable, with dissatisfaction related to compensation, recognition, and career development strongly linked to turnover intention. Third, leadership style played an important role, as authoritarian or unsupportive leadership approaches heightened employees’ intention to resign. Finally, the leader’s role in fostering workplace relationships and support systems was identified as a factor influencing employee attachment and loyalty. In conclusion, this study contributes theoretically by mapping the dominant factors of turnover intention within the Indonesian context and highlights their interconnections.

This study aims to analyze the role of Knowledge Management (KM) and talent management in talent retention strategies in the West Java Provincial Government. In facing the challenges of competition to retain talented employees in the public sector, these two concepts are expected to increase employee engagement and job satisfaction, which in turn will reduce the turnover rate. This study uses a qualitative approach with a case study method, involving 150 respondents from various West Java Provincial Government agencies, consisting of employees with different backgrounds and positions. Data were collected through in-depth interviews, participant observation, and document analysis. The results of the study indicate that the implementation of KM in the West Java Provincial Government is still limited, with most of the information shared being tacit and informal. In addition, the implementation of talent management tends to be unfair, with some employees feeling that they do not get equal opportunities in career development. Factors that influence talent retention include job satisfaction, career development opportunities, compensation, and organizational culture. This study also found that the integration of KM and talent management can strengthen talent retention strategies, but challenges related to technological infrastructure, inequality in career opportunities, and lack of an integrated system are still obstacles.

This study seeks to identify and prioritize the factors influencing employee job satisfaction at PT. Tirta Perkasa Sejahtera using the Analytical Hierarchy Process (AHP). The research integrates both literature review and expert judgment to determine factors such as work environment, interpersonal relationships, compensation systems, career development, and work-life balance. AHP was used to analyze pairwise comparison matrices to establish the relative weight of each criterion. The results showed that compensation and career development were the most influential factors, followed by work-life balance, work environment, and interpersonal relationships. The study provides a quantitative basis for management to enhance employee satisfaction and improve organizational performance.

This study aims to analyze and determine the effect of compensation and career development on employee job satisfaction, both partially and simultaneously. The population of this study were permanent employees of PT. Nikomas Gemilang, Serang Regency, Banten with a research sample of 100 people. This study uses primary data sources by distributing questionnaires in the form of a Likert scale. The data analysis technique used is multiple linear regression with the help of the SPSS version 25 program. The results of the study indicate that there is a positive and significant influence between compensation and career development on job satisfaction, both partially and simultaneously.

In this era of rapid development, the business world must be very selective in selecting competitive human resources. This makes the company very concerned about the job satisfaction of its employees, because good employee job satisfaction can be beneficial for the company itself. This research aims to test and analyze the effect of compensation and career development on job satisfaction of employees of the Financial Services Authority Office. The method of data collection in this study was carried out by distributing questionnaires to 60 respondents of the Financial Services Authority employees. The research method used is quantitative method with sampling technique, namely saturated sample. The data used are primary data and secondary data. The results of this research indicate that Compensation has a positive and significant effect on Job Satisfaction.

The emergence of turnover generally begins with turnover intentions (intention to leave) from employees. There are several factors that influence a nurse's intention to leave their job, namely individual characteristics such as age, gender, education level, length of service, marital status, work status, socio-economic conditions, and level of satisfaction. Objective: to determine the factors that influence nurse turnover intention. This type of quantitative research uses a cross sectional design method with a sample size of 105 respondents. The data collection technique uses a questionnaire. Data analysis in this study used the chie square test. Results: The turnover intention rate for nurses at Azra Hospital is quite high, namely 54.3%, the majority of nurses answered that they were dissatisfied with compensation 61%, supervision 50.5%, career development 56.2%, coworkers 50.5%, organizational policies 51.4%. Nurse characteristic variables such as age, marital status, work status, length of service and satisfaction variables regarding compensation, supervision, career development, co-workers and organizational policies have an influence on nurse turnover intention at Azra Hospital. Conclusion: The high level of nurse turnover intention is influenced by nurse characteristic factors, such as young age, marital status, work status as a contract employee, and length of service. The level of dissatisfaction in aspects of job satisfaction, especially those related to compensation, supervision, career development, coworkers, and organizational policies, can trigger nurse turnover intention.

This research was conducted at PT. Bangun Makmur Medan. Work productivity that has not reached the company's target because there are still shortcomings that occur to employees when viewed with data in the last 5 years, not all employees can achieve work productivity targets that have not reached the company's target because there are still shortages that occur when viewed with data in 5 years Finally, not all employees can reach the target. Compensation is still very low due to the bonuses made by companies that have not been maximal for employees who have worked optimally. Employees are not satisfied with what they receive from their co-workers who cannot work together and the lack of opportunities for employees to get promotion opportunities and the amount of bonuses received is not yet in line with expectations because the bonuses made by the company are not maximized with employees who have worked optimally. The population is 129 employees and the sample in this study was 98 employees. The sampling technique used is sample random sampling. The technique of collecting data is by pembainigain kueisoner, interviews and documentation studies. Data analysis uses validity and reliability test, classic assumption test, multiple linear regression analysis, determinant coefficient and hypothesis testing.Conclusions in the study that simultaneous Compensation and Job Satisfaction influence the Work Productivity of PT. Bangun Makmur Medan. Partially Compensation and Job Satisfaction influence the Work Productivity of PT. Bangun Makmur Medan. Partially Job Satisfaction influences the Work Productivity of PT. Bangun Makmur Medan. The magnitude of the coefficient of determination that value .10 means compensation and job satisfaction can explain employee work productivity by 31% and the remaining 69% (100-31) is influenced by other variables outside of this study such as: work motivation, career development, work environment and so on