The Effects of Recruitment, Work Environment, and Workload on Turnover Intention among Drivers and Guides at CV. Mavindo Global Vakansi

This study examines the effects of referral-based recruitment, work environment, and workload on turnover intention among drivers and guides at CV. Mavindo Global Vakansi. Using a quantitative approach, primary data were collected through questionnaires from 34 respondents using saturated sampling. Data analysis was conducted using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS. The measurement model confirmed that all indicators and constructs met the required validity and reliability criteria. The structural model explained 62.5% of the variance in turnover intention, with the remaining variance attributed to factors outside the model. The findings show that referral-based recruitment and work environment have negative and significant effects on turnover intention. In contrast, workload has a positive but insignificant effect when examined alongside the other variables. These results highlight the importance of an appropriate referral process and a supportive work environment in employee retention. Therefore, the company should establish clearer candidate criteria, improve workplace and field accommodation support, strengthen communication and coordination, and manage workloads and working hours proportionally to support better working conditions and employee retention.