ABSTRACT : Employee turnover can have negative impacts. The presence of turnover intention indicates employee dissatisfaction. From 2023 to 2025, the turnover intention among Asrama Mahasiswa Nusantara (AMN0 Surbaya employees gradually increased. This is can be driven by workplace conflict, work overload, job embeddedness, and moderated by work environment, undermining organizational loyalty. Therefore, in this study a mixed methods approach was used to analyzes factors influencing turnover intention among organic employees at Asrama Mahasiswa Nusantara (AMN) Surabaya. The methods used included a survey of 44 respondents, and in-depth interviews with observations of 3 active employees and 3 former employees. Quantitative data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). Qualitative data were analyzed using thematic analysis for qualitative insights. The results of the study showed that workplace conflict, excessive workload, and job attachment did not have a significant influence on the turnover intention. However, work environment fails to moderate these relationships. The implications of this research are strengthening trust, clarify bureaucracy, balance task assignments, and implement performance-based rewards to enhance motivation and reduce turnover intention.
Willyanda et al. (Wed,) studied this question.