Workload and Work-Life Balance Influences Job Satisfaction through Turnover Intention in Employment Companies

Alyanida Fauziatunnisa, Dewi Susita and Rd. Tuty Sariwulan
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Alyanida Fauziatunnisa: Faculty of Economics, State University of Jakarta, Indonesia.
Dewi Susita: Faculty of Economics, State University of Jakarta, Indonesia.
Rd. Tuty Sariwulan: Faculty of Economics, State University of Jakarta, Indonesia.

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Abstract: This study aims to analyze the effect of workload and work-life balance on turnover intention with job satisfaction as a mediating variable among employees of PT Chindo Business Center. The research employed a quantitative method with a total population of company employees, and 130 respondents were obtained using a non-probability sampling technique. Data were collected through questionnaires distributed via Google Form and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS version 4.1.1.4. The results demonstrate that workload has a positive and significant effect on turnover intention, indicating that higher workloads increase employees' tendency to leave the organization. Conversely, work-life balance has a negative and significant effect on turnover intention, suggesting that better work-life balance reduces employees' desire to quit. Job satisfaction also shows a negative and significant impact on turnover intention, meaning that higher levels of satisfaction lower employees' intention to leave. Furthermore, workload has a negative effect on job satisfaction, while work-life balance has a positive effect, confirming their indirect influence on turnover intention through job satisfaction. Specifically, job satisfaction mediates both the positive relationship between workload and turnover intention and the negative relationship between work-life balance and turnover intention. The study highlights the importance of effective workload management, programs that strengthen work-life balance, and strategies to enhance job satisfaction in reducing turnover intention. Nevertheless, this study has several limitations, including the use of only two independent variables and a single mediating variable, reliance on self-reported questionnaires, and a sample limited to one company. Future research is recommended to include additional variables such as work stress, leadership, and organizational culture, as well as to expand the sample to other industries for broader generalization.

Date: 2025-10-28
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Published in Journal of Global Economics, Management and Business Research, 2025, 17 (3), pp.361-369

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