<![CDATA[Turnover intention reflects employees’ intention to leave an organization and may result in the loss of valuable human resources. This study examines the effects of workload and job satisfaction on turnover intention, with organizational commitment serving as a mediating variable among Lifeguard personnel in Badung Regency. A quantitative approach was employed using a saturated sampling technique involving 129 Lifeguard personnel. Data were collected through questionnaires, interviews, and documentation and analyzed using Partial Least Squares (PLS). The findings indicate that workload has a positive and significant effect on turnover intention while negatively affecting organizational commitment. Conversely, job satisfaction has a negative effect on turnover intention and a positive effect on organizational commitment. Organizational commitment also has a significant negative effect on turnover intention and partially mediates the relationships between workload and turnover intention as well as between job satisfaction and turnover intention. These findings suggest that excessive workload increases employees’ intention to leave while reducing their commitment to the organization. In contrast, higher job satisfaction strengthens organizational commitment and decreases turnover intention. Therefore, organizations are encouraged to implement a more balanced workload distribution, provide fair compensation that reflects employees’ responsibilities and occupational risks, and strengthen organizational commitment through employee welfare and engagement programs. These strategies are expected to improve employee retention and support organizational sustainability.]]>
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