<![CDATA[Employee turnover intention represents an important organizational issue because persistent intentions to leave may disrupt workforce stability, increase recruitment and training costs, and affect organizational performance. This study aims to examine the influence of organizational commitment and job satisfaction on employees’ turnover intentions at PT Japfa Tanjung Morawa. A quantitative research approach was employed, involving 70 employees as respondents. Data were collected using research scales measuring organizational commitment, job satisfaction, and turnover intention. The data were subsequently analyzed using multiple linear regression to assess both the simultaneous and partial effects of the independent variables on turnover intention. The findings indicate that organizational commitment and job satisfaction simultaneously have a significant effect on employees’ turnover intention, with a correlation coefficient of R = 0.388, coefficient of determination R² = 0.150, and significance level of p = 0.005. This result indicates that the two predictors jointly explain 15.0% of the variance in turnover intention, while the remaining variation is attributable to other factors outside the model. Partially, organizational commitment has a negative and significant effect on turnover intention (β = −0.315; p = 0.008), demonstrating that stronger commitment is associated with a lower tendency among employees to consider leaving the organization. In contrast, job satisfaction has a negative but statistically insignificant effect on turnover intention (β = −0.161; p = 0.168). Further dimensional analysis reveals that normative commitment has the strongest negative association with turnover intention (r = −0.349; p = 0.003). Overall, the findings emphasize the strategic importance of strengthening organizational commitment, particularly normative commitment, as an effort to reduce employees’ turnover intentions at PT Japfa Tanjung Morawa.]]>
Copyrights © 2026
