<![CDATA[Employee turnover has become one of the major challenges for organizations in maintaining workforce stability and organizational effectiveness. PT. X experienced a relatively high employee turnover rate, indicating the need to identify factors influencing employees' intention to leave the organization. This study aims to examine the effect of work-life balance on Turnover Intention, the effect of work-life balance on work stress, the effect of work stress on Turnover Intention, and the mediating role of work stress in the relationship between work-life balance and Turnover Intention. A quantitative approach with an explanatory research design was employed. The population consisted of 418 employees of PT. X, and 229 respondents were selected using purposive sampling. Data were collected through a structured questionnaire using a seven-point Likert scale and analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS) with SmartPLS version 3.2.8. The results revealed that work-life balance had a negative and significant effect on Turnover Intention and work stress, while work stress had a positive and significant effect on Turnover Intention. Furthermore, work stress significantly mediated the relationship between work-life balance and Turnover Intention. These findings indicate that improving employees' work-life balance can reduce work stress and ultimately decrease Turnover Intention. The study highlights the importance of organizational policies that promote work-life balance to enhance employee well-being and strengthen employee retention.]]>
Copyrights © 2026
