CAREER GROWTH AND WORK ENVIRONMENT IN REDUCING TURNOVER INTENTION: THE MEDIATING ROLE OF EMPLOYEE ENGAGEMENT
Abstract views: 40
,
PDF downloads: 13
Abstract
This study aims to examine the effects of physical work environment, career growth, and family supportive organization on turnover intention, with employee engagement as a mediating variable among contract employees in a mining contractor company. Using a quantitative cross-sectional survey design, data were collected from 235 respondents selected through stratified sampling. The data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The findings reveal that physical work environment and career growth have positive and significant effects on employee engagement and negative effects on turnover intention. In contrast, family supportive organization does not show a meaningful effect on either employee engagement or turnover intention. Employee engagement is also found to partially mediate the relationships between physical work environment and turnover intention, as well as between career growth and turnover intention. Among the examined predictors, career growth emerges as the most dominant factor in reducing employees’ intention to leave the organization. These findings indicate that strengthening career development opportunities and improving the quality of the physical work environment are critical for retaining contract employees in the mining sector. Theoretically, this study extends the application of social exchange theory by demonstrating the role of employee engagement as a psychological mechanism linking organizational practices to employee retention in a high-risk work setting.
Downloads
References
Abdullahi, A. K., Mosanya, A. U., Bello, N., & Musa, M. K. (2023). Evaluation of job satisfaction among pharmacists working in public health facilities. Exploratory Research in Clinical and Social Pharmacy, 12, 100338. https://doi.org/10.1016/j.rcsop.2023.100338
Anasi, S. N. (2020). Perceived influence of work relationship, work load and physical work environment on job satisfaction of librarians in South-West, Nigeria. Global Knowledge, Memory and Communication, 69(6/7), 377–398. https://doi.org/10.1108/GKMC-11-2019-0135
Asriani, I., & Riyanto, S. (2020). The impact of working environment, compensation, and job satisfaction on turnover intention in public service agency. IOSR Journal of Business and Management, 22(5), 13–19. https://doi.org/10.9790/487X-2205061319
Bajaba, S., Azim, M. T., & Uddin, M. A. (2022). Social support and employee turnover intention: The mediating role of work-family conflict. Revista Brasileira de Gestão de Negócios, 24(1), 48–65. https://doi.org/10.7819/rbgn.v24i1.4153
Balogun, A. O., Andel, S. A., & Smith, T. D. (2020). “Digging deeper” into the relationship between safety climate and turnover intention among stone, sand and gravel mine workers: Job satisfaction as a mediator. International Journal of Environmental Research and Public Health, 17(6), 1925. https://doi.org/10.3390/ijerph17061925
Balushi, A. K. Al, Thumiki, V. R. R., Nawaz, N., Jurčić, A., & Gajenderan, V. (2022). Role of organizational commitment in career growth and turnover intention in public sector of Oman. PLOS ONE, 17(5), e0265535. https://doi.org/10.1371/journal.pone.0265535
Blau, P. M. (1964). Justice in social exchange. Sociological Inquiry, 34(2), 193–206. https://doi.org/10.1111/j.1475-682X.1964.tb00583.x
Brandão, L., & Matias, M. (2024). Organizational and individual resources as buffers of work–family conflict linkages to affect: An application of the Job Demands and Resources health impairment model. Administrative Sciences, 14(4), 68. https://doi.org/10.3390/admsci14040068
Chadarisman, A., Ginting, A., Marpaung, U. J. M. P., & Rohman, A. (2025). Quiet quitting and burnout in the mining industry: Leadership dynamics in support of SDG 8 and SDG 3. Journal of Lifestyle and SDGs Review, 5(6), e06897. https://doi.org/10.47172/2965-730X.SDGsReview.v5.n06.pe06897
Chen, X., Tang, L., Liu, L., Bai, Z., & Chen, R. (2021). Factors related to turnover intention among staff of elderly caring social organizations in Anhui Province, China: A cross-sectional study. BMC Health Services Research, 21, 1265. https://doi.org/10.21203/rs.3.rs-680488/v1
Fawdi, M. I., & Zahira, N. (2025). PHK di Berau masih didominasi sektor pertambangan, hampir seribu pekerja dirumahkan. Berau Terkini. https://berauterkini.co.id/phk-di-berau-masih-didominasi-sektor-pertambangan-hampir-seribu-pekerja-dirumahkan/
Hair, J., & Alamer, A. (2022). Partial least squares structural equation modeling (PLS-SEM) in second language and education research: Guidelines using an applied example. Research Methods in Applied Linguistics, 1(3), 100027. https://doi.org/10.1016/j.rmal.2022.100027
Hair, J. F., Hult, G. T. M., Ringle, C. M., Sarstedt, M., Danks, N. P., & Ray, S. (2021). Partial least squares structural equation modeling (PLS-SEM) using R. Springer Nature.
Hair, J. F., Risher, J. J., Sarstedt, M., & Ringle, C. M. (2019). When to use and how to report the results of PLS-SEM. European Business Review, 31(1), 2–24. https://doi.org/10.1108/EBR-11-2018-0203
Haliansyah, Saluy, A. B., Kasmir, & Nurhayati, M. (2024). Career development strategies in maintaining turnover intention through organizational commitment. Organizacija, 57(3), 238–248. https://doi.org/10.2478/orga-2024-0017
IKN-TIME. (2025). PHK massal hantam Kalsel: Ribuan pekerja tambang terdepak, ekonomi lokal terancam lumpuh. https://www.ikntime.com/2025/08/phk-massal-hantam-kalsel-ribuan-pekerja.html
Indriyani, D., & Meria, L. (2022). Influence of work environment and work characteristics on turnover intention system with mediation role of work engagement. International Journal of Cyber and IT Service Management, 2(2), 127–138. https://doi.org/10.34306/ijcitsm.v2i2.108
Iqbal, J., Asghar, A., & Asghar, M. Z. (2022). Effect of despotic leadership on employee turnover intention: Mediating toxic workplace environment and cognitive distraction in academic institutions. Behavioral Sciences, 12(5), 125. https://doi.org/10.3390/bs12050125
Johnston, K., Tanwar, J., Pasamar, S., Van Laar, D., & Jones, A. B. (2022). Blurring boundaries: Work-life balance and unbounded work in academia. The role of flexibility, organisational support and gender. Labour and Industry, 32(2), 139–155. https://doi.org/10.1080/10301763.2022.2081902
Judeh, M. (2021). Effect of work environment on employee engagement: Mediating role of ethical decision-making. Problems and Perspectives in Management, 19(3), 221–229. https://doi.org/10.21511/ppm.19(3).2021.19
Jun, Z. J., & Ming, S. H. (2022). The impact of career growth on knowledge-based employee engagement: The mediating role of affective commitment and the moderating role of perceived organizational support. Frontiers in Psychology, 13, 805208. https://doi.org/10.3389/fpsyg.2022.805208
Kasdorf, R. L., & Kayaalp, A. (2022). Employee career development and turnover: A moderated mediation model. International Journal of Organizational Analysis, 30(2), 324–339. https://doi.org/10.1108/IJOA-09-2020-2416
Kissi, E., Ikuabe, M. O., Aigbavboa, C. O., Smith, E. D., & Ayeng, P. B. (2024). Mediating role of work engagement in the relationship between supervisor support and turnover intention among construction workers. Engineering, Construction and Architectural Management, 31(13), 102–120. https://doi.org/10.1108/ECAM-06-2023-0556
Krismoko, Suhartono, Soekotjo, S., & Lestari, S. D. (2024). Pengaruh gaya kepemimpinan, lingkungan kerja dan stres kerja terhadap turnover intention. Jurnal Locus: Penelitian & Pengabdian, 3(2), 126–138. https://doi.org/10.58344/locus.v3i2.2450
Kwon, K., & Kim, T. (2020). An integrative literature review of employee engagement and innovative behavior: Revisiting the JD-R model. Human Resource Management Review, 30(2), 100704. https://doi.org/10.1016/j.hrmr.2019.100704
Li, G., Zhang, G., Zhang, X., Martek, I., & Chen, D. (2025). The formation mechanism of employees’ turnover intention in AEC industry. Buildings, 15(7), 1061. https://doi.org/10.3390/buildings15071061
McLean, L., Gaul, D., & Penco, R. (2023). Perceived social support and stress: A study of first-year students in Ireland. International Journal of Mental Health and Addiction, 21, 2101–2121. https://doi.org/10.1007/s11469-021-00710-z
Noe, R., Hollenbeck, J., Gerhart, B., & Wright, P. (2024). Fundamentals of human resource management. McGraw-Hill Education.
Normawati, N., Wirawan, H., Salam, R., Zahra, N. S., & Asma, A. (2025). “Support my family, and I will stay”: Investigating the effect of family-supportive organisation on turnover intention in Indonesian public organisations. International Journal of Public Sector Management, 38(6), 698–716. https://doi.org/10.1108/IJPSM-08-2024-0269
Nurhayati, M., Asih, D., Kasmo, A. B. P., & Santosa, A. (2024). Career development and work engagement: Workplace social capital and organizational commitment as moderator and mediator. Jurnal Riset Bisnis dan Manajemen, 17(1), 111–120. https://doi.org/10.23969/jrbm.v17i1.10718
Said, N. H. (2025). 700 pekerja sektor tambang-perhotelan di Sulsel kena PHK selama 6 bulan. DetikSulsel. https://www.detik.com/sulsel/berita/d-7993974/700-pekerja-sektor-tambang-perhotelan-di-sulsel-kena-phk-selama-6-bulan
Saks, A. M. (2006). Antecedents and consequences of employee engagement. Journal of Managerial Psychology, 21(7), 600–619. https://doi.org/10.1108/02683940610690169
Salas, S. D., Domínguez, C. R., Romero, A. I. A., Cussó, R. A., Iglesias, J. J. G., & Salgado, J. G. (2022). Psychometric properties of the Utrecht Work Engagement Scale (UWES-9) in a sample of active health care professionals in Spain. Psychology Research and Behavior Management, 15, 3461–3472. https://doi.org/10.2147/PRBM.S387242
Taheri, F. (2021). Family-supportive organizational environment and turnover intention. International Journal of Productivity and Performance Management, 70(8), 2113–2130. https://doi.org/10.1108/IJPPM-10-2019-0467
Uddin, M. K., Azim, M. T., Uddin, M. A., & Akther, S. (2023). Influence of family social support on employee engagement: Influence of moderator and mediator. Business Perspectives and Research, 13(3), 1–18. https://doi.org/10.1177/22785337221148256
William, M. M., & Sundiman, D. (2025). Employee turnover intention in Indonesian organizations: The role of job satisfaction (A system dynamics and latent Dirichlet allocation study). Binus Business Review, 16(2), 207–222. https://doi.org/10.21512/bbr.v16i2.12972
Yao, W., Arshad, M. A., Yang, Q., & Tan, J. (2025). Can employee training stabilise the workforce of frontline workers in construction firms? An empirical analysis of turnover intentions. Buildings, 15(2), 183. https://doi.org/10.3390/buildings15020183
Yu, C., Arshad, M. A., Zhao, M., & Yao, W. (2025). How does GIS training affect turnover intention of highway and bridge industry technicians? The mediating role of career growth and the moderating mechanism of work anxiety. Buildings, 15(15), 2742. https://doi.org/10.3390/buildings15152742
Živković, A., Vorkapić, A. P., & Franjković, J. (2024). Charting a path to sustainable workforce: Exploring influential factors behind employee turnover intentions in the energy industry. Sustainability, 16(19), 8511. https://doi.org/10.3390/su16198511
Copyright (c) 2026 Gogor Arif Handiwibowo, Rachel Veronica
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
The Authors submitting a manuscript do so on the understanding that if accepted for publication, copyright publishing of the article shall be assigned to Management, accounting, and economic research
