Email this article CAREER DEVELOPMENT AND WORKLOAD ON TURNOVER INTENTION AT EAST JAVA PROVINCIAL DEPARTMENT OF CULTURE AND TOURISM
Abstract
Non-permanent employees with work agreements (PTT-PK) perform core administrative and technical tasks in regional government agencies, yet they face uncertain career paths and high workloads. This study examines the effect of career development and workload on job satisfaction, the effect of job satisfaction on turnover intention, and the mediating role of job satisfaction in the relationship of career development and workload with turnover intention among PTT-PK employees at the Department of Culture and Tourism of East Java Province. This quantitative study used a survey of all 89 PTT-PK employees registered with the East Java Provincial Civil Service Agency in 2025 as a saturated sample. Data were collected through an online questionnaire using a five-point Likert scale and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS. The results show that career development has a significant positive effect on job satisfaction, whereas workload has a significant negative effect on job satisfaction. Job satisfaction has a significant negative effect on turnover intention. Job satisfaction significantly mediates the effect of career development on turnover intention but does not significantly mediate the effect of workload on turnover intention. These findings indicate that career development, rather than workload, reduces turnover intention through job satisfaction among PTT-PK employees. Fair and clear career development programs, together with balanced workload allocation, are therefore important for retaining non-permanent employees in regional government agencies.
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DOI: https://doi.org/10.20961/jaedc.v10i2.102908
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