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This study was conducted to examine the effect of compensation, work environment, and work motivation on teachers' intention to leave in SMK PGRI 4 Surabaya. This research uses quantitative as the method. Using 52 people as respondents and using saturated sampling. The analysis was done using Partial Least Square (PLS). This study found that: 1) Compensation affects teachers' turnover intention, 2) The work environment affects teachers' turnover intention, 3) Work motivation affects teachers' turnover intention.

Turnover dapat memberikan dampak signifikan bagi organisasi, terutama terkait dengan kekurangan tenaga kerja terampil yang dibutuhkan perusahaan. Studi memiliki tujuan  mengeksplorasi dampak faktor-faktor seperti lingkungan kerja non-fisik, kompensasi, dan komitmen organisasi terhadap niat turnover. Penelitian ini menggunakan pendekatan survei yang melibatkan 438 karyawan PT. Bandeng Juwana Elrina Semarang, dengan sampel sebanyak 82 orang, yang kemudian dianalisis menggunakan teknik regresi. Berdasarkan hasil analisis studi membuktikan terdapat pengaruh negatif antara lingkungan kerja non-fisik dan niat turnover, yang mendukung penerimaan hipotesis pertama. Ini berarti, semakin baik kondisi lingkungan kerja non-fisik, semakin rendah niat turnover yang dimiliki karyawan. Temuan serupa ditemukan pada variabel kompensasi, yang juga berpengaruh negatif terhadap niat turnover, sehingga hipotesis kedua dapat diterima. Artinya, semakin optimal kompensasi yang diberikan, semakin kecil niat karyawan untuk keluar dari perusahaan. Selain itu, penelitian ini juga mengungkapkan adanya pengaruh negatif antara komitmen organisasi dan niat turnover, yang membuktikan bahwa hipotesis ketiga diterima. Hal ini menunjukkan bahwa semakin tinggi tingkat komitmen organisasi, semakin rendah niat turnover yang dimiliki karyawan

This study aims to determine Job Stress partially has a significant effect on Nurse Turnover Intention at Sinar Husni Medan Hospital, to determine Compensation partially has a positive and significant effect on Nurse Turnover Intention at Sinar Husni Medan Hospital, Job Satisfaction partially has a positive and significant effect on Nurse Turnover Intention at Sinar Husni Medan Hospital. The method used in this research is quantitative which analyzes and tests with data using numbers with instrument tools, classical assumption tests, multiple linear regression tests, hypothesis tests, and determination tests. Research results: Partially Job Stress is positive and significant to Turnover intention, partially Compensation has an effect on Turnover Intentuon, partially Job Satisfaction has a positive and significant effect on Turnover Intention, simultaneously Job Stress, Compensation and Job Satisfaction have a positive and significant effect on Turnover Intention.

This research aims to determine the effect of work-life balance and work stress on turnover of Gen Z employees in the Bekasi Regency area. This research was conducted on Gen Z employees who live in Bekasi Regency with a sample of 60 respondents. This research is quantitative research. The data in this research was obtained using a questionnaire with Likert scale measurements using the purposive sampling method. Hypothesis testing uses IBM SPSS Windows version 29 software. The data analysis methods used are data quality testing, classical assumption testing, hypothesis testing and coefficient of determination analysis. Based on the results of the t test, it shows that work-life balance has a negative and significant effect on turnover with a value of -2.951 < 2.002 and a sign value of 0.005 < 0.05. Work stress has a positive and significant effect on turnover  with a value of 2.324 > 2.002 and a sign value of 0.024 < 0.05. Based on the F test, work-life balance and work stress together have a significant influence on Gen Z employee turnover in the Bekasi Regency area with a value of 5,530 > 4.01 and a sig value of 0.006 < 0.05.

Employee turnover can disrupt organizational stability and increase recruitment costs. This study focuses on the phenomenon of employee turnover, which poses a challenge for PT Bank Syariah Indonesia, Madiun Branch. The high turnover rate between 2021 and 2023 indicates an imbalance in compensation and job satisfaction. This research aims to analyze the effect of job satisfaction and compensation on the intention to switch jobs, with organizational commitment serving as a mediator. The research method employed is quantitative, utilizing a questionnaire distributed to 200 permanent employees of PT Bank Syariah Indonesia, Madiun Branch. The data were analyzed using Structural Equation Modeling (SEM) through Smart PLS software. The results indicate that job satisfaction and compensation significantly and positively affect organizational commitment, which in turn negatively impacts the intention to switch jobs. These findings underscore the importance of enhancing job satisfaction and compensation to reduce turnover rates in the workplace.

Research was conducted to analyze the effect of work environment, work stress, workload on turnover intention through organizational commitment. Sampling based on purposive sampling technique as many as 120 respondents with the criteria of project logistics division employees at PT Pos Logistics. The results concluded that the work environment has a negative and significant effect on turnover intention; work stress and workload have a positive and significant effect on turnover intention. The effect of organizational commitment as an intervening variable shows that the work environment has a negative and significant effect on turnover intention; work stress price and workload have a positive and significant effect on turnover intention.

This research aims to determine the influence of leadership, workload and work ability on employee turnover intention at PT Pendidikan Maritim Dan Logistik Indonesia (Pmli) Bogor. Before an employee takes a turnover action, it is usually preceded by turnover intention. In this research, the cause of the employee's desire to stop working is thought to be leadership that is not working well, too much workload and a mismatch in abilities and job duties. Sampling of 100 employees was carried out using proportional stratified random sampling. The analytical method used in the research is descriptive and verification methods. Data collection techniques through questionnaires, observation, interviews and literature study. Data analysis uses multiple regression analysis, coefficient of determination analysis, F test and t test. The results of this research show that the variables of leadership, workload and work ability simultaneously have a positive and significant effect on employee turnover intention. Meanwhile, partially leadership and workload have a positive and significant effect on employee turnover intention and work ability has a negative and significant effect on employee turnover intention.

The purpose of this study is to analyze: the effect of job stress and job satisfaction on turnover intentions on employees who work. This research is descriptive. This research study aims to see the extent to which the influence of the dependent variable influences the independent variable. The population in this study is all employees who work. Data were collected through a questionnaire distributed to the sample / study respondents. Secondary data were obtained from documentation, literature studies, and previous studies relating to the study material. The collected data is then analyzed statistically by descriptive analysis and multiple regression.

The purpose of this study is to look at the impact of workload and work stress on employee turnover intentions at the Halal Product Assurance Agency (BPJPH). The method used is quantitative, and data is collected via questionnaires. A total of 50 BPJPH employees across multiple work units participated. Data were gathered through a questionnaire designed to quantify turnover intention, workload, and job stress. The data was analyzed with multiple linear regression to determine the association between work stress, workload, and employees' intention to quit the job. The results indicate that both work stress and workload significantly affect turnover intention at BPJPH, both partially and simultaneously. The combined impact of work stress and workload on turnover intention is 89.5%, while the rest is 10.5% is influenced by other variables not covered in this research. These findings highlight the importance of managing workload and work stress to reduce employees' intention to leave the organization, and provide insights for human resource management strategies at BPJPH.

Background: Nurse turnover intention is a significant problem for hospitals, including RS Mitra Jambi, as it can affect operational stability and the quality of healthcare services. A decrease in the number of experienced nurses can negatively impact the effectiveness of hospital services. Therefore, it is important to understand the factors influencing turnover intention, such as work motivation, leadership style, and Organizational Citizenship Behavior (OCB) culture. Objective: This study aimed to analyze the effect of work motivation, leadership style, and OCB culture on nurse turnover intention at RS Mitra Jambi. Methods: This research uses a quantitative method with a survey approach. Data were collected through questionnaires distributed to nurses at RS Mitra Jambi. Data analysis was conducted using multiple linear regression to test the relationships between independent variables (work motivation, leadership style, OCB culture) and the dependent variable (turnover intention). Results: Work motivation, leadership style, and OCB culture simultaneously have a significant effect on turnover intention (p<0.05). Work motivation, leadership style, and a positive OCB culture have a significant negative effect on turnover intention (p<0.05). Conclusion: Work motivation, transformational leadership style, and OCB culture significantly influence nurse turnover intention at RS Mitra Jambi. The results of this study provide guidance for hospital management to develop strategies for enhancing work motivation, implementing transformational leadership styles, and strengthening OCB culture to improve nurse retention.      

This research aims to analyze turnover intention at PT Maisya Makmur in terms of the social work environment and work discipline with job satisfaction as an intervening variable. This research method was carried out by distributing questionnaires to employees of PT Maisya Makmur with 80 research respondents who were obtained using saturation techniques. This research data was processed using the SmartPLS software method version 3.2.9. The research results show that the social work environment contributes significantly to turnover intention, work discipline contributes significantly to turnover intention, and job satisfaction contributes significantly to turnover intention. The social work environment contributes significantly to job satisfaction, work discipline contributes significantly to job satisfaction. The social work environment through job satisfaction as an intervening variable contributes significantly to turnover intention. Work discipline through job satisfaction as an intervening variable contributes significantly to turnover intention.

Human resources (HR) is one of the main organizational capital that can encourage other resources, therefore the success of a company or organization is highly dependent on the quality of human resources in the organization. In developing a company or organization, it cannot be separated from the problem of employee turnover intention. One of the influences on turnover intention is job satisfaction in employees. In this study, the effect of job satisfaction is further investigated to determine whether employee job satisfaction affects employee turnover intention. The research design used is non-experimental quantitative with survey method. The participants of this study amounted to 65 people and data collection was carried out online with purposive sampling technique and the data were processed using simple linear regression analysis. The results of the analysis showed a significant negative influence, meaning that the higher the job satisfaction will have a significant effect on the lower the turnover intention.It is hoped that the results of this research can have implications for PT. Majuperkasa Indonesia to make efforts to increase job satisfaction, such as providing clear compensation, rewards and punishment.

This research was conducted with the aim of analyzing the influence of workload, work stress, and motivation on turnover intention among PT employees. "X". A total of 78 employees of PT. “X” were the respondents in this research using the saturated sample method. This research uses Structural Equation Model (SEM) data analysis techniques and data processing using Partial Least Square (PLS). The results of this research show that workload and work stress have a positive and significant effect on turnover intention and motivation has a positive and significant effect on turnover intention. The managerial implications of the findings in this research recommend that leaders reduce employee overtime, apart from that PT. “X” is also recommended to reduce too many task demands, and finally PT. “X” is also recommended to increase motivation to work even more enthusiastically.

The superiority of a company really depends on the human resources (HR) it has. Excellence in the field of human resources means that the company can retain, nurture and develop its quality employees from time to time in accordance with the standards they have set. Superior employees are those who have advantages compared to employees in other companies, for example abilities and behavior, so that they are able to achieve targets and even exceed what was previously set as their workload.The management of a company that has superior employees must be good at looking after, nurturing and retaining employees so that they continue to perform well and continue to survive in the company. Maintenance can be done by making employees feel happy and at home working in the company. Then by continuing to develop the competencies and talents they have, so that they have the ability, behavior and high loyalty to the company. If this is not done, it will certainly be a problem for employees to maintain and retain their employees.

This research was conducted with the aim of analyzing the relationship between the implementation of employee engagement, quality of work life and organizational commitment to nurses at Unand Hospital in 2023. This research was carried out at Unand Hospital throughout 2024 using a mix methods research method . This method was used. This was carried out with the aim of knowing the frequency distribution of the relationship between employee engagement, quality of work life and organizational commitment to the turnover intention of nurses at Unand Hospital and being able to explain this further through informant interviews. The research results then showed that there was a negative relationship between the employee engagement of nurses at Unand Hospital, the lower the level of turnover intention of nurses at Unand Hospital, the quality of work-life of nurses had a negative and significant effect on the turnover intention of nurses at Unand Hospital and organizational commitment had a negative and significant effect on the turnover intention of nurses at Unand Hospital. significant impact on the turnover intention of nurses at Unand Hospital. So this shows that if the implementation of employee engagement , quality of work life and organizational commitment is increasingly improved, the level of turnover intention that occurs will decrease. This was also expressed by nurses who stated their low level of turnover intention. while working at Unand Hospital due to the comfort of work, harmony with co-workers and greater career and study opportunities at Unand Hospital. So it is hoped that Unand Hospital will maintain the quality and quantity of its human resources by increasing employee engagement, quality of work life and organizational commitment so that it has an impact on the quality of service delivery to the public.

This study aims to determine the effect of job satisfaction and job stress on turnover intention in employees of one of the building construction companies in Batam city. The research method used is quantitative. The population in this study were all employees at one of the building construction companies in Batam city, which amounted to 25 people. Sample determination using saturated sample technique where the entire population is sampled. Data collection is done by distributing questionnaires. After the instrument test and classical assumption test are carried out, then data analysis is carried out using multiple linear regression analysis, determination, t test, and F test. The results of the analysis show that there is no effect of job satisfaction (X1) on turnover intention (Y) in employees of building construction companies. Job stress (X2) has no effect on turnover intention (Y) in employees of building construction companies. Job satisfaction (X1) and job stress (X2) together have no effect on turnover intention (Y) in employees of building construction companies.  

This study employed a quantitative approach to examine the empirical relationship between supervisor support, occupational stress, work-family conflict, and nurse turnover intention. A survey was conducted among 240 nurses working in a private hospital in Tangerang from March to April 2023. The data was collected using questionnaires that had been validated and reliable, and convenience sampling was used to select the sample. The collected data was analyzed using multiple linear regression. This study employed SPSS version 26 to assess the hypothesis. The result showed that supervisor support has a negative impact on nurse turnover intention. Occupational stress also found to perform a positive effect on turn over intention. In addition, work-family conflict also displays a negative influence on the nurse’ turnover intention. This study suggests a recommendation for a private hotel management regarding maintaining nurses turn over intention by examining the role of supervisor support, occupation stress, and anticipating work-family conflict.

Job insecurity is a major concern among employees in various organizations, including public health centers in Banjarmasin City, Indonesia. A systematic literature review was conducted to investigate the influence of job insecurity on turnover intention among community health center employees in Banjarmasin. The results of the analysis carried out on 14 articles showed that job insecurity had a positive effect on turnover intention. Job insecurity can lead to stress, anxiety, and dissatisfaction, which can negatively impact an employee's commitment to their organization and increase their intention to leave. All studies used quantitative research methods with survey techniques for data collection. Strategies to enhance job security perceptions, such as improving communication transparency, offering career development opportunities, and implementing fair and consistent human resource practices, may help mitigate turnover intentions. The findings of the studies highlight the importance of addressing job insecurity to reduce turnover intention and improve employee retention in primary health care in Banjarmasin. Investing in initiatives that cultivate a sense of job security and stability among health workers can contribute to the long-term sustainability and effectiveness of primary healthcare service delivery in the region.

This research aims to determine the influence of the work environment and job satisfaction on turnover intention among CV employees. Sollu Citra Muslim. This research uses quantitative methods. The type of data used is primary data, with a research sample of 76 respondents from CV employees. Sollu Citra Muslim and uses the Proportional Random Sampling sampling technique. The data analysis tool used in this research is SPSS Version 25. Data collection techniques are interviews and questionnaires. The research results show that the Work Environment and Job Satisfaction simultaneously have a significant effect on Turnover Intention. The Work Environment partially has a negative and significant effect on Turnover Intention. Job Satisfaction partially has a negative and insignificant effect on Turnover Intention.Keywords: Work Environment, Job Satisfaction, Turnover Intention

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.