ABSTRACT
Elisabeth Yuli Triana Westri, The Effect of Job Satisfaction on Turnover Intention with Organizational Commitment as a Mediating Variable (A Study at PT. Adelian Karya Putri), Dr. Meiske Claudia, SE.. M.M. (Advisor).

Keywords: Job satisfaction, Turnover intention, Organizational commitment, Affective commitment, Normative commitment.

The organizational imperative to sustain business operations amid a dynamic economic environment necessitates continuous innovation, particularly in effective human resource management. PT. Adelian Karya Putri, a company engaged in mining transportation services in partnership with local and national coal enterprises, is commited to providing high-quality driver personnel. However, from 2021 to 2023, the company experienced an upward trend in employee turnover, rising from 9.2% to 13.1%. This study examines the influence of job satisfaction on turnover intention, with organizational commitment as a mediating variable.
This research adopts a quantitative descriptive approach, collecting data through questionnaires distributed via Google Forms. The study involved 250 active employees of PT. Adelian Karya Putri achieved a response rate of 95.2%, resulting in a final sample of 238 respondents. The findings elucidate the complex interplay between job satisfaction, turnover intention, and organizational commitment, offering nuanced insight into their interrelationships, both directly and through mediation.
The principal findings reveal that job satisfaction hurts turnover intention. Furthermore, job satisfaction significantly and positively influences organizational commitment. Organizational commitment is also confirmed to mediate the relationship between job satisfaction and turnover intention.
Interestingly, the analysis identifies a positive relationship between organizational commitment and turnover intention, which contrasts with previous literature (e.g., Robbins, 2007), which typically reports a negative association. Further examination indicates that this anomaly may be attributed to low affective commitment among drivers, whose emotional

attachment to the job is limited due to a lack of personal alignment with the role. In contrast, normative commitment registers the highest average, reflecting employees' strong moral obligation to remain with the organization. This heightened normative commitment may paradoxically facilitate skill development, increasing mobility opportunities to other firms, particularly in the mining sector.
This study contributes to the theoretical discourse by highlighting the complex and sometimes contradictory dynamics between job satisfaction, organizational commitment, and turnover intention. The results underscore the importance of targeted human resource strategies to enhance affective commitment and job satisfaction, reducing turnover intention.