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All Journal Al Qalam: Jurnal Ilmiah Keagamaan dan Kemasyarakatan Owner : Riset dan Jurnal Akuntansi JOURNAL OF APPLIED BUSINESS ADMINISTRATION Dinasti International Journal of Economics, Finance & Accounting (DIJEFA) Journal La Sociale International Journal of Social Service and Research Eduvest - Journal of Universal Studies Proceeding of International Conference on Global Innovation and Trends in Economy
Nasution, Yasmine
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Aerospace Engineering Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Environmental Science Health Professions Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Neuroscience Social Sciences

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Employee Retention Strategies: A Mediation Analysis of Job Satisfaction Aristiani, Rindy; Nasution, Yasmine
Journal La Sociale Vol. 7 No. 2 (2026): Journal La Sociale
Publisher : Borong Newinera Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37899/journal-la-sociale.v7i2.2926

Abstract

This study examines the organizational determinants of employee job satisfaction and their effect on intention to stay within G Group, a diversified property and lifestyle business experiencing persistent turnover. A quantitative method was applied using Partial Least Squares Structural Equation Modelling (PLS-SEM). Survey data were collected from 244 employees with a minimum of three months’ tenure, ensuring relevance beyond probationary stages. Job satisfaction was positioned as a mediating variable. Organizational culture, compensation, and career development have a significant effect on job satisfaction, whereas work–life balance shows no significant influence on either job satisfaction or intention to stay. Job satisfaction strongly predicts intention to stay and mediates the effects of culture, compensation, and career development. The weaker influence of career development and work–life balance appears to be related to demographic characteristics and variations in respondents’ work experiences. The findings support Herzberg’s distinction between motivators and hygiene factors, while Social Exchange Theory clarifies how supportive culture and fair compensation generate reciprocal commitment, also align with Talent Management Theory that development practices influence retention mainly through their impact on satisfaction. Findings suggest that proactive strategies, such as strengthening supportive organizational culture, ensuring fair and transparent compensation, and building structured career development, are more effective in reducing turnover and improving employee intention to stay than reactive approaches like counteroffers or short-term retention responses. This study offers empirical insight into how retention mechanisms function across different business sectors within one organization, highlighting variations in employee perceptions shaped by distinct operational contexts.
Co-Authors Amrullah, Muhammad Afief Aristiani, Rindy Baiquny, Aswan Satrio Hakim, Derajat Nur Irianina, Bella Langit, Putri Sangga Malt, John Puspaningrum, Praditya Dini Saputra, Rahmadani Virollina, Cut