Turnover Intention Decreasing Model Organizational Commitment Based At Pt. Indonesian Research Institute Japan (Irij)
Abstract
Turnover intention poses a strategic challenge that can threaten organizational sustainability if not properly addressed. This study aims to analyze the effect of work engagement on turnover intention with organizational commitment as a mediating variable among employees at PT. Indonesia Research Institute Japan (IRIJ). The research adopts a quantitative explanatory design and employs Partial Least Squares Structural Equation Modeling (PLS-SEM) using SmartPLS 4.0. A total of 85 respondents were selected using total sampling. The results show that work engagement has a positive and significant effect on organizational commitment, and a negative and significant effect on turnover intention. Furthermore, organizational commitment negatively influences turnover intention and significantly mediates the relationship between work engagement and turnover intention. These findings highlight the crucial role of employee engagement and organizational commitment in reducing employees’ intention to leave. The practical implication suggests the need for managerial strategies that foster employee involvement and loyalty to minimize turnover rates within the organization.
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