ROLE JOB SATISFACTION IN MEDIATING INFLUENCE RECOGNITION AND WORKING CONDITIONS TO VOLUNTARY TURNOVER INTENTION

Abstract

This study is an explanatory research to explore the relationship between recognition, working conditions, job satisfaction, and voluntary turnover intention at state-owned enterprise. The research population consisted of contract employees of the company, with a total of 110 respondents. Data collection was conducted through a personal questionnaire using a 1-5 interval scale, ranging from Strongly Disagree (SD) to Strongly Agree (SA). Data analysis was performed using the Partial Least Square-Structural Equation Modeling (PLS-SEM) and Necessary Condition Analysis (NCA) methods.The results of this study indicate that recognition has a non-significant negative effect and is not necessary to achieve voluntary turnover intention. Similarly, working conditions have a non-significant positive effect and are not necessary to achieve voluntary turnover intention. In addition, it was found that recognition and working conditions have a significant positive effect on job satisfaction, and job satisfaction has a significant negative effect but is not necessary to achieve voluntary turnover intention.These findings highlight the importance of positioning job satisfaction as a key mediating variable, as improvements in recognition and working conditions will only be effective in reducing voluntary turnover intention if they are able to increase employee job satisfaction first. The managerial implication of this study is that companies must integrate recognition and working conditions policies to build job satisfaction as a key strategic instrument in effectively reducing voluntary turnover intention rates. However, job satisfaction is not an absolute requirement for achieving voluntary turnover intention at a certain level.