<![CDATA[Employee turnover is a critical organizational concern that can affect workforce stability and organizational performance. This study aims to analyze the influence of organizational culture, work motivation, and work environment on turnover intention with job satisfaction as a mediating variable among employees. The study employed a quantitative method with purposive sampling of 150 respondents. Data were collected through Likert-scale questionnaires and analyzed statistically to assess validity, reliability, and relationships among variables. The results indicate that work motivation and work environment have a positive and significant effect on job satisfaction, whereas organizational culture does not have a significant effect. Job satisfaction has a negative but insignificant effect on turnover intention. Furthermore, job satisfaction does not significantly mediate the effects of organizational culture, work motivation, or work environment on turnover intention. These findings highlight the importance of strengthening work motivation and creating a comfortable, supportive, and conducive work environment to enhance employee job satisfaction. However, organizations should recognize that turnover intention is not solely determined by job satisfaction and should adopt a broader employee retention strategy that considers factors such as compensation, career development, job stability, employee well-being, and work-life balance.]]>
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