Workload and Compensation as Predictors of Turnover Intention: The Mediating Role of Job Satisfaction in PT United Motor Centre (UMC) Suzuki Ahmad Yani Surabaya

Maria Elvionita Hestiana; Anita Asnawi; Liling Listyawati; Damajanti Sri Lestari

doi:10.55927/ijis.v4i10.603

Authors

Maria Elvionita Hestiana Universitas Dr Soetomo
Anita Asnawi Universitas Dr Soetomo
Liling Listyawati Universitas Dr Soetomo
Damajanti Sri Lestari Universitas Dr Soetomo

DOI:

https://doi.org/10.55927/ijis.v4i10.603

Keywords:

workload, compensation, job satisfaction, turnover intention

Abstract

This study investigates the influence of workload and compensation, both financial and non-financial, on turnover intention through the mediating role of job satisfaction among employees of PT United Motor Centre (UMC) Suzuki Ahmad Yani Surabaya. Grounded in organizational behavior and motivational theory, the research aims to explain how workload balance and equitable reward systems shape employee satisfaction and retention. A quantitative approach was applied using a census method involving 50 respondents. Data were analyzed using SmartPLS 3. The results demonstrate that workload (WL) has a positive and significant effect on job satisfaction (JS) and turnover intention (TI). Compensation (CP) also shows a significant positive relationship with both JS and TI. Mediation analysis reveals that JS significantly mediates the relationships between WL and TI as well as CP and TI. However, the direct path between JS and TI is insignificant, suggesting a full mediation effect. These findings indicate that job satisfaction serves as a psychological bridge linking workload and compensation to employees’ turnover intention. Organizations must balance task allocation and implement fair compensation systems to enhance satisfaction and reduce employee turnover. The contribution to the human resource management literature by validating a dual-path model that integrates operational and motivational factors affecting employee retention

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