PENGARUH LINGKUNGAN KERJA, STRESS KERJA DAN WORK-LIFE BALANCE TERHADAP TURNOVER INTENTION DIMEDIASI OLEH KEPUASAN KARYAWAN STUDI PADA PT BANK RAKYAT INDONESIA (PERSERO) REGIONAL OFFICE BANDUNG

This quantitative study aims to analyze the impact of three variables—Work Environment, Work Stress, and Work-Life Balance—on employees' intention to leave their jobs, with Employee Satisfaction acting as a mediator. A quantitative approach was used, involving a population of 35 employees, and data was analyzed using SEM-PLS. The results showed that Work Stress has a dominant and significant positive effect on employees' intention to leave, with a path coefficient of 0.505 and a T-Statistic of 4.100. The Work-Life Balance variable also had a significant positive effect on Employee Satisfaction, with a path coefficient of 0.246 and a T-Statistic of 2.210. Additionally, Turnover Intention had a significant positive effect on Employee Satisfaction, with a path coefficient of 0.619 and a T-Statistic of 4.734. However, the effects of Work Environment and Work Stress on Employee Satisfaction were not statistically significant. The model showed a coefficient of determination for Employee Satisfaction of 0.927, meaning 92.7% of the variation in Employee Satisfaction can be explained by the exogenous variables. For Turnover Intention, the coefficient of determination was 0.705, indicating that 70.5% of the variation in Turnover Intention can be explained by the exogenous variables and the mediation used. These findings highlight the importance of management in controlling Work Stress to reduce employees' intention to leave. They also show that Work-Life Balance is more effective in maximizing Employee Satisfaction compared to Work Environment and Work Stress. This study contributes to both academic literature and managerial practice by suggesting a focus on managing stress and achieving work-life balance to achieve optimal employee retention and satisfaction.