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All Journal International Journal of Management, Economic and Accounting
M. Yoga Asmara Saragih
Universitas Pembangunan Panca Budi
Economics, Econometrics & Finance

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The Effect of the Work Environment and Job Satisfaction on Turnover Intention through Organizational Commitment as a Mediating Variable at PT Permodalan Nasional Madani (PNM) Kabanjahe Branch M. Yoga Asmara Saragih; Muhammad Isa Indrawan; Sri Rahayu
International Journal of Management, Economic and Accounting Vol. 4 No. 5 (2026): October 2026
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijmea.v4i5.813

Abstract

High turnover intention in microfinance institutions constitutes a strategic challenge because it increases recruitment costs, erodes organizational knowledge, and diminishes service quality. This study aims to analyze the effect of work environment and job satisfaction on turnover intention through organizational commitment as a mediating variable at PT Permodalan Nasional Madani (PNM) Kabanjahe Branch. A quantitative explanatory approach was employed using a saturated sampling technique covering all 50 employees. Primary data were collected through a five-point Likert-scale questionnaire and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The results show that work environment and job satisfaction have a positive and significant effect on organizational commitment. Work environment, job satisfaction, and organizational commitment each have a negative and significant effect on turnover intention. Organizational commitment was found to partially mediate the effect of both work environment and job satisfaction on turnover intention. These findings confirm the relevance of Social Exchange Theory and the Job Demands–Resources Model in explaining the psychological mechanism underlying employees' withdrawal intentions, while demonstrating that strengthening organizational commitment is an effective intervention pathway for reducing turnover intention. Practically, PNM management is advised to improve the quality of the physical, social, and psychological work environment and to enhance job satisfaction through fair compensation and clear career development in order to strengthen employees' attachment to the organization.
Co-Authors Muhammad Isa Indrawan Sri Rahayu