The Influence of Job Satisfaction, Organizational Commitment, and Employee Engagement on Turnover Intention

Employee turnover intention poses a significant challenge in human resource management. This study aims to examine the effects of job satisfaction, organizational commitment, and employee engagement on turnover intention among employees at PT Benih Citra Asia. A quantitative approach was employed using purposive sampling, involving 116 employees as respondents. Data were collected through questionnaires and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with the SmartPLS software. The results indicate that the higher the levels of job satisfaction, commitment, and employee engagement, the lower the employees’ intention to leave the organization. These findings suggest that enhancing the quality of the work environment and fostering strong employee organization relationships are essential to reducing the desire to leave.