Pay Satisfaction, Work Stress, and Organizational Commitment as Determinants of Turnover Intention at PT. Mayora Indah Persada

Abstract

Employee turnover intention is a strategic human resource issue because the intention to leave often precedes actual turnover and may increase recruitment, replacement, and training costs. This study examines the effects of pay satisfaction, work stress, and organizational commitment on turnover intention among employees of PT. Mayora Indah Persada. A quantitative causal-associative design was applied using primary data collected through a structured questionnaire distributed to 130 employees in administrative and marketing departments. The measurement instrument used a Likert scale and was tested through validity, reliability, and classical assumption procedures before regression analysis. The results indicate that pay satisfaction has a negative and significant effect on turnover intention, work stress has a positive and significant effect on turnover intention, and organizational commitment has a negative and significant effect on turnover intention. The full regression model explains 47.0% of the variance in turnover intention, while the three main predictors contribute an additional 13.3% beyond the control variables. These findings suggest that employee retention in the company can be strengthened through fair compensation management, realistic workload arrangements, adequate working time, supportive feedback, and stronger affective commitment. The study contributes to turnover intention literature by integrating compensation evaluation, stress experience, and organizational attachment in one empirical model within an Indonesian company context.