Work–Family Conflict, Job Stress, and Burnout as Predictors of Turnover Intention: Evidence from Central Java

This study aims to examine the influence of work–family conflict, job stress, and burnout on turnover intention among employees of KSPPS BMT Tumang in Central Java. Using a quantitative approach, data were collected from 107 married female employees with a minimum of two years of work experience through an online questionnaire. The data were analyzed using multiple linear regression with SPSS software. The results indicate that work–family conflict, job stress, and burnout simultaneously have a positive and significant effect on turnover intention. However, when tested partially, only job stress shows a significant positive effect, suggesting that it is the most dominant factor influencing employees’ intention to leave. These findings reinforce the attribution theory, emphasizing that turnover intention arises from both internal (e.g., emotional exhaustion, adaptability) and external factors (e.g., workload, social support). From a managerial perspective, organizations should implement stress management programs, ensure balanced workload distribution, and promote supportive work environments to reduce turnover intention and enhance employee retention.