<![CDATA[This study examines the effects of workload, work environment, and job stress on turnover intention among finishing‑department employees at PT. Ungaran Sari Garment, and tests work motivation as an intervening variable. The study is motivated by a high turnover rate in the finishing department suspected to result from heavy job demands, suboptimal environmental conditions, and workplace stress. A quantitative design was applied with 136 respondents; data were gathered via questionnaires and analyzed using multiple linear regression and the Sobel test for mediation. Findings indicate that workload, work environment, and job stress each have significant effects on turnover intention; workload negatively and significantly affects work motivation while the work environment positively and significantly affects motivation; job stress does not significantly affect motivation. Work motivation has a significant negative effect on turnover intention and mediates the relationships of (a) workload → turnover intention and (b) work environment → turnover intention, but does not mediate the job stress → turnover intention link. Practical implications include managing workload, improving work environment conditions, and implementing motivation‑enhancement programs to reduce employees’ intent to leave.]]>
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