DETERMINANTS OF TURNOVER INTENTION: ANALYZING WORK-LIFE BALANCE AND ORGANIZATIONAL SUPPORT AT PT SINARALAM DUTAPERDANA

ABSTRACT

In today’s competitive business environment, maintaining employee loyalty is a critical challenge for organizational stability and long-term growth. High turnover rates can disrupt operations and increase recruitment costs, making it essential to understand the underlying drivers of employee attrition. This study investigates the impact of work-life balance, workload, and perceived organizational support on employee turnover intention at PT Sinaralam Dutaperdana. Using a sample of 32 respondents, the data were analyzed to determine both partial and simultaneous effects. The results indicate that: (1) Work-life balance has a positive but non-significant effect on turnover intention, suggesting that while important for employee comfort, it is not the primary driver for leaving the company. (2) Workload has a positive and significant impact on turnover intention; excessive workloads lead to increased exhaustion and a higher tendency for employees to resign. (3) Perceived organizational support has a negative and significant effect on turnover intention, meaning that greater appreciation and welfare support from the company effectively reduce the desire to leave. (4) Simultaneously, work-life balance, workload, and perceived organizational support significantly influence turnover intention. These findings suggest that to minimize turnover, the company must effectively manage workloads and strengthen organizational support systems to foster a more committed workforce.