<![CDATA[Background: The resignation of employees adversely affects the effectiveness and performance of an organization. Thus, competent managers must consistently investigate the underlying reasons for departures and seek ways to retain their top talent. Objective: This research seeks to explore the connection between workload and work motivation concerning employee resignation rates at Hospital Y. Method: A quantitative study employing a cross-sectional approach was utilized, with a saturated sampling technique to include all employees of Hospital Y as subjects in the study. Results: The respondents were predominantly aged 17-25 years, numbering 30 individuals (38.5%), and similarly, 30 individuals (38.5%) were aged 25-32 years. In terms of gender, a majority of respondents were female, totaling 49 individuals (62.8%). The findings from the t-test (partial) indicated that the significance level of the impact of workload on turnover intention was 0.014, which is less than 0.05, and the t-value calculated was greater than the t-table (2.517 > 1.992). This indicates a relationship between workload and turnover intention. Conversely, work motivation displayed a significance value of 0.143, which is greater than 0.05, and the calculated t value was less than the t table (-1.480 < 1.992). This suggests that work motivation does not correlate with turnover intention. The computed F value was 3.705, exceeding the F table value of 3.119. Conclusion: Both workload and work motivation influence turnover intention; however, work motivation does not correlate with turnover intention at Hospital Y.]]>
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