The Role of Job Satisfaction in the Relationship Between Transactional Leadership, Career Development, Work-Life Balance, and Turnover Intention at PT. Arina Multikarya Makassar

ABSTRACT : This study aims to analyze the influence of transactional leadership, career development, and work-life balance on turnover intention, with job satisfaction as a mediator at PT. Arina Multikarya Makassar. The research was prompted by a high employee turnover rate of 57% in 2024, reflecting challenges in job satisfaction, career development opportunities, and work-life balance, contributing to organizational instability and reduced employee loyalty. Using a quantitative approach with a survey of 243 active employees, data was analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) to test both direct and indirect relationships. The results reveal that transactional leadership does not significantly affect turnover intention, indicating that a reward-and-punishment-based leadership style has not effectively reduced employees' desire to leave. However, career development and work-life balance were found to have a significant negative impact on turnover intention, meaning that better career promotion opportunities, training, and work-life balance policies can lower employees’ intention to leave. Job satisfaction was not found to mediate the relationship between transactional leadership and turnover intention but was significant in mediating the effects of career development and work-life balance on turnover intention. These findings emphasize the importance of improving career development programs and work-life balance policies to enhance job satisfaction and reduce turnover rates.