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This study aims to determine and analyze the workload and career development variables to be the main factors in influencing the high turnover intention of employees with management who think they have carried out organizational commitment well. This research is a quantitative study with data collection techniques using questionnaires that are distributed directly. The sampling technique used is a saturated sample (census) with all employees as respondents as many as 93 respondents. The method used in this research is PLS SEM. Based on the results of hypothesis testing, there is an effect of career development and organizational commitment on turnover intention, career development affects organizational commitment and careers development affects turnover intention through organizational commitment. While workload has no effect on turnover intention and organizational commitment and workload has no effect on turnover intention through organizational commitment.
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Sudirman et al. (2023) studied this question.
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