Pengaruh Perceived Supervisor Support terhadap Turnover Intention melalui Work-Family Conflict sebagai Variabel Mediasi pada Karyawan PT Besmindo Materi Sewatama

Abstract

Employee turnover intention is an important issue for organizations because it reflects employees' tendency to leave their current employment. This study aims to analyze the effect of perceived supervisor support on turnover intention through work-family conflict as a mediating variable among employees of PT. Besmindo Materi Sewatama. The study employed a quantitative approach with an explanatory-causal design. The population consisted of 1,347 employees, with a sample of 308 respondents. Data were collected through a five-point Likert-scale questionnaire and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS. The results show that perceived supervisor support has no significant direct effect on turnover intention (β = -0.105; t = 1.387; p = 0.166). Perceived supervisor support has a negative and significant effect on work-family conflict (β = -0.422; t = 7.603; p < 0.001), while work-family conflict has a positive and significant effect on turnover intention (β = 0.572; t = 9.825; p < 0.001). Furthermore, work-family conflict significantly mediates the relationship between perceived supervisor support and turnover intention (β = -0.241; t = 5.898; p < 0.001). These findings indicate that supervisor support contributes to lower turnover intention primarily by reducing work-family conflict experienced by employees.