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Niar Astaginy
Universitas Sembilanbelas November Kolaka
Religion Arts Humanities Chemistry Civil Engineering, Building, Construction & Architecture Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Energy Environmental Science Health Professions Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Materials Science & Nanotechnology Mathematics Physics Public Health Social Sciences Other

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DETERMINANTS OF TURNOVER INTENTION AMONG PT. X EMPLOYEES: THE EFFECTS OF PERCEIVED ORGANIZATIONAL SUPPORT AND JOB SATISFACTION Nurzakinah Nurzakinah; Almansyah Rundu Wonua; Niar Astaginy
Jurnal Media Ekonomi (JURMEK) Vol 31 No 2 (2026): Jurnal Media Ekonomi
Publisher : LPPM UNIVERSITAS BINA INSAN

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32767/jurnalmediaekonomi.v31i2.3527

Abstract

Abstrak Objective: This research was conducted to analyze the effect of job satisfaction and organizational support on turnover intention among workers at PT. X, a mining company in the Kolaka Regency, Southeast Sulawesi. Research Methodology: A quantitative approach was applied in this research by designating 107 employees of PT. X as respondents. Because a saturated sampling technique was used, the entire population was automatically drawn as the research sample. The primary data collection process utilized questionnaire instruments, which were then processed and evaluated using the Partial Least Squares-Structural Equation Modeling (PLS-SEM) method equipped with the SmartPLS 4.0 software. Results: Based on statistical testing, it was revealed that perceived organizational support brings a significant negative impact on the intention to leave work, yielding values of  (β = -0.576; p < 0.001). The job satisfaction variable likewise showed a similar result, exerting a negative and significant effect on turnover intention with a magnitude of (β = -0.582; p < 0.001). From these findings, it can be interpreted that a stronger perception of support from the institution as well as higher levels of job contentment will directly result in a weaker inclination among employees to quit the company. Conclusions: Job satisfaction and organizational support prove to be key determinants in suppressing employee turnover intention at PT. X. The implication of these findings requires companies to pay closer attention to the forms of support provided while simultaneously fostering a comfortable working environment to enhance staff contentment as the foundation of employee retention strategies. Limitations: The primary limitation of this research lies in its sample scope being restricted to a single mining company, meaning that the generalization of findings must be conducted with caution, compounded by the limited variables examining turnover intention. Contribution:  This study enriches human resource management research literature by presenting empirical evidence on the role of organizational support and job satisfaction in curbing employee turnover intention in the Kolaka mining sector, while serving as a strategic reference for workforce retention.
WORK LIFE BALANCE AND JOB SATISFACTION IN EXPLAINING TURNOVER INTENTION: THE ROLE OF ORGANIZATIONAL COMMITMENT AMONG GENERATION Z EMPLOYEES IN A MINING COMPANY Tiara Amalia; Almansyah Rundu Wonua; Niar Astaginy
Jurnal Media Ekonomi (JURMEK) Vol 31 No 2 (2026): Jurnal Media Ekonomi
Publisher : LPPM UNIVERSITAS BINA INSAN

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32767/jurnalmediaekonomi.v31i2.3530

Abstract

Purpose: This research examines the influence of work-life balance and job satisfaction on turnover intention among Generation Z employees in the mining sector, utilizing organizational commitment as a mediating variable. Research Methodology: The study utilized a quantitative design with 98 Generation Z employees at PT. XYZ, Kolaka Regency, underpinned by Social Exchange Theory. All data gathered via the Likert-scale questionnaire were subsequently evaluated using the Structural Equation Modeling-Partial Least Squares (SEM-PLS) approach operated through the SmartPLS application. Results: Based on the testing results, turnover intention correlates negatively yet insignificantly with work-life balance, whereas job satisfaction and organizational commitment demonstrate prominent negative impacts. Conversely, work-life balance and job satisfaction provide meaningful positive boosts to organizational commitment. Mediation analysis further reinforces that organizational affiliation significantly bridges the relationship between work-life balance or job satisfaction and turnover intention. These findings indicate that positive workplace experiences primarily sustain staff retention through strengthened institutional commitment rather than a direct reduction in the desire to leave. Conclusions: This study emphasize that job satisfaction and organizational commitment play a crucial role in curbing the desire of Generation Z employees to leave companies in the mining sector. Although the variable of work-life balance has not been able to directly reduce turnover intentions, its impact remains evidently significant when channeled through robust organizational commitment. Limitations: The primary limitation of this research lies in its scope, which is confined to a single mining company and a restricted set of variables included in the research model. Such conditions naturally narrow the generalizability of the findings and leave other elements influencing turnover intention unexplored for future research. Contributions: This study successfully enriches the literature on Generation Z work behavior within the extractive sector by demonstrating that organizational commitment acts as a critical mechanism connecting workplace experiences to employees' decisions to stay or leave.
Technology, Organization, and Environment in Digital Transformation: The Role of Employees' Digital Readiness as a Moderating Variable at Benyamin Guluh Kolaka Regional Hospital Nurwahida Nurwahida; Ismanto Ismanto; Niar Astaginy
JURNAL ECONOMINA Vol. 5 No. 10 (2026): JURNAL ECONOMINA, Oktober 2026
Publisher : LPPM Sekolah Tinggi Ilmu Ekonomi 45 Mataram

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55681/economina.v5i10.4760

Abstract

Dvancing modern healthcare relies heavily on digital transformation, a process driven not merely by deploying technological tools, but also by ensuring structural adaptability and workforce preparedness. This research investigates how Technology, Organization, and Environment influence Digital Transformation, while analyzing Employee Digital Readiness as a moderating factor within Benyamin Guluh Kolaka Regional General Hospital. Utilizing a quantitative cross- sectional framework, 200 participants were chosen via purposive sampling from a total cohort of 534 staff members. A 20-item instrument on a five-point Likert scale was administered, with data evaluated through Partial Least Squares-Structural Equation Modeling (PLS-SEM) using SmartPLS 4 and bootstrapping techniques. The results demonstrate that Technology, Organization, and Environment each exert a statistically significant positive effect on Digital Transformation. Additionally, Employee Digital Readiness demonstrates a direct positive association with Digital Transformation and enhances the structural connections between Technology, Organization, Environment, and Digital Transformation. With an ????2 coefficient of 0.335, the predictive model accounts for 33.5% of the variance observed in Digital Transformation, underscoring the critical interplay between technical infrastructure, institutional backing, external drivers, and staff preparedness in driving hospital digitalization.
Co-Authors Agus Zul Bay Agus Zul Bay Agus Zulbay Ahmad Almadani Almansyah Rundu Wonua Amalia, Inda Amelia Rante Allo Andi Anggi Monica Andry Stepahnie Titing Anis Ribcalia Septiana Anita Anita Bay, Agus Zul Bay Cornelius, Jean Angrid Darmawati Darmawati Desriyanti Banne Dewi Efrendi, Riski Evianti Evianti Fajri Adi, Qadaruddin Ferdiansyah, Andri Fetni Fetni Fetni, Fetni Firdayanti, Firdayanti Fitri Kumala Sari Fitri Kumalasari Fitri Kumalasari Fitri Kumalasari Fitri Kumalasari, Fitri Fitri, Inul Fitriani Ghalib Suprianto Hamsiani, Hamsiani Handayani, Rezky Hanif Kurniadi Hanif Kurniadi Hendrik Hendrik Hendrik Hendrik Hisa, Yuli Lisniangsi Imam Jayanto Indar Ismail Jamaludin Indara, Irmansyah Insani, Fahrul Irasmia Irasmia Ismail Ismail Ismanto Ismanto Ismanto Ismanto Kartomo, Kartomo Kasmawati Kasmawati Kurnia Kurnia La Ode Turi Lusi Khairunnisa Mahenra, Jusri Marnida Marnida Mega Fatimah Rosana Melia Melia Moh. Gifari Sono Muh Muhaimin Muhamad Stiadi Nanang Arjun Amirsa Nur Idul Fitriani Nurhasanah Nurhasanah Nurhayati Nurhayati Nurwahida Nurwahida Nurzakinah Nurzakinah Phradiansah ., Phradiansah Pracita, Sriayu Putra, Kadek Andika Rahmawaty Arifiani Randi Randi Rian Maulana, Rian Sabarudin Sabarudin Santi Andrianti Santika, Krisda Saputra, Rifki Muh Shella Gilby Sapulette Sri Gustini Sri Purwati Sri Wahyuni Sudarnice, Sudarnice Sundari, Imarini Suryadil Badwin Suryani Suryani Suwarto Suwarto Suwarto Suwarto Tanti Widia Nurdiani Taslim Fait Tiara Amalia Titin Hartini Titing, Andry Stephanie Wd. Nur Akhyan Adyana Winda Winda Wiwik Handayani Wonua, Almansyah Rundu Yeti Asrini Yuslinda Yuslinda Yuslinda, Yuslinda Zul Bay, Agus Zulbay, Agus Zulkifli Zulkifli