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This study aims to determine the effect of work overload, work stress, and work motivation on the turnover intention of employees at PT HWI's sewing computer production operators. The study utilizes three independent variables (endogenous), namely work overload, work stress, and work motivation, and one dependent variable (exogenous), turnover intention. The population in this study consisted of employees in the sewing computer section at PT HWI, with 99 respondents sampled for analysis. The results of the data analysis indicate that the indicators are valid and reliable. The classical assumption test showed no multicollinearity in the data. In the hypothesis testing, the variables of work overload, work stress, and work motivation were found to have no significant effect on turnover intention. These findings suggest that while work overload, stress, and motivation play important roles in employee well-being, they do not significantly impact the intention to leave the organization at PT HWI. Future studies could explore other factors influencing turnover intention and the dynamics between these variables.

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.

This study aims to conduct a literature review on previous research related to factors influencing employee turnover intention in human resource management. This research falls under the category of library research,. The analysis of theory and relationships between variables is carried out through journals obtained from sources such as Publish or Perish, Mendeley, Google Scholar, and e-books. The findings of the research indicate that employee competency levels have a positive impact on turnover intention, indicating that despite possessing high skills, factors such as employee motivation, salary satisfaction, and organizational climate also play a significant role in influencing turnover intention. Furthermore, work stress, organizational commitment, and job satisfaction were identified as factors having a negative impact on turnover intention. The study also underscores that a positive organizational culture can diminish turnover intention, emphasizing the need to consider other variables such as work environment, leadership style, and organizational commitment. Additionally, the research highlights emotional labor and burnout as significant factors, wherein heightened emotional exhaustion can amplify employees' inclination to leave their jobs. Subsequent research endeavors could explore contextual factors that may moderate or alter the relationship between the identified variables (such as competence, motivation, job satisfaction) and turnover intention.

This study aims to determine and analyze the effect of work stress and work motivation in CV. Sollu Muslim Image and Its Influence on Turnover Intention. This research model uses a survey method with a causality research design. Data collection techniques were carried out by distributing questionnaires to CV employees. Sollu Citra Muslim as many as 63 people. Data analysis technique using Path Analysis. Based on the results of the study it is known that work stress and work motivation have a negative and not significant direct effect on turnover intention. Both Work Stress and Work Motivation have a negative and not significant direct effect on Turnover Intention. Therefore it is suggested that companies can increase back Work Stress, Work Motivation and Turnover Intention so that they can have a positive impact and achieve company goals in the future.

The rapid growth of digital startup companies in Indonesia brings its own challenges in human resource (HR) management, especially related to workload and organizational commitment. High work dynamics, aggressive targets, and intense operational pressure can cause an imbalance in workload that impacts motivation, work stress, and increased turnover intention. HR commitment is a key factor in startup success, but it is difficult to achieve without effective and humane workload management. This community service activity was carried out by Karangturi National University (UNKARTUR), through the Faculty of Economics, Business and Humanities (FEBHum), which aims to improve the understanding, skills, and awareness of digital startup entrepreneurs and employees in Bugangan Village, Semarang, regarding workload management strategies. The methods used include workshops, group discussions, and direct assistance. The results of the activity showed an increase in participants' understanding of the impact of disproportionate workloads, as well as the ability to implement efficient and sustainable work strategies. This activity also encourages collaboration between academics and practitioners in designing a healthy and adaptive work environment. With better workload management, it is hoped that the level of commitment, satisfaction, and retention of employees in digital startups can increase, while strengthening the competitiveness of local businesses in the era of digital transformation.