The Impact of Training, Career Development and Job Satisfaction on Employee Retention at the West Lombok BKDPSDM

Ikhsan Fahmi Fahrezi (Universitas Bumigora)
Febria Nurmelia Marlina (Universitas Bumigora)
Ega Dwi Putri Marswandi (Universitas Bumigora)
Irwan Cahyadi (Universitas Bumigora)

Business Management
Vol. 5 No. 4 (2026): Business Management November

Employee retention is one of the important aspects in maintaining the sustainability of human resources in an organization, especially in retaining qualified employees to support the achievement of organizational goals. Therefore, it is necessary to consider various factors that can affect employee retention, such as training, career development, and job satisfaction. This study aims to determine how employee retention at BKDPSDM of West Lombok Regency is influenced by training, career development, and job satisfaction. This study uses a quantitative method with an associative approach and data processing using the SPSS application. The sample in this study is 56 employees at BKDPSDM of West Lombok Regency. The sampling technique used in this study is saturated sampling, so that the entire population is used as the research sample. Data collection was carried out by distributing questionnaires to all 56 employees of BKDPSDM of West Lombok Regency as research respondents. The results showed that training had a positive but not significant effect on employee retention, with a t-count value of 1.417 < t-table 2.007 and a significant value of 0.163 > 0.05. Career development had a positive and significant effect on employee retention, with a t-count value of 3.079 > t-table 2.007 and a significant value of 0.003 < 0.05. Job satisfaction also has a positive and significant effect on employee retention, with a t-count value of 4.909 > t-table 2.007 and a significant value of 0.001 < 0.05. Simultaneously, training, career development, and job satisfaction had a significant effect on employee retention, with an F-count value of 26.633 and a significant value of 0.001 < 0.05. Based on the research results, improving employee retention needs to be supported through career development that provides clear and fair opportunities for employees to develop as well as efforts to maintain and improve job satisfaction through a comfortable work environment, good working relationships, and support for employee needs. Although training does not show a partially significant effect, the quality of training that is in accordance with job needs still needs to be improved to support the improvement of employee competence and employee retention.