The Effect of Career Development and Work-Life Balance on Turnover Intention with Employee Engagement as an Intervening Variable at PT. Millennium Elektrik Indonesia

Abstract

This study aims to examine the effect of career development on employee engagement, the effect of work-life balance on employee engagement, the effect of career development on turnover intention, the effect of work-life balance on turnover intention, the effect of employee engagement on turnover intention, as well as the mediating role of employee engagement in the relationship between career development and work-life balance on turnover intention. This study uses a quantitative method involving 125 employees of PT. Millennium Elektrik Indonesia, with a census sampling technique in which the entire population is used as the sample. Data analysis was conducted using the SmartPLS application with the Structural Equation Modeling (SEM) Partial Least Squares (PLS) method. The results show that career development has a positive and significant effect on employee engagement, and work-life balance also has a positive and significant effect on employee engagement. Career development and work-life balance both have a positive and significant effect on turnover intention, while employee engagement also has a positive and significant effect on turnover intention. Furthermore, career development has a positive and significant effect on turnover intention through employee engagement as a mediating variable, whereas work-life balance does not have a significant indirect effect on turnover intention through employee engagement.