The Effect of Compensation and Work Loads Towards Intension of Turnover with Work Satisfaction as a Variable Mediation in Clinic Employees of PT Nayaka Era Husada Branch of Bekasi

This study aims to examine the effect of compensation and workload on turnover intention in the clinical team of PT Nayaka Era Husada Bekasi region with job satisfaction as an intervening variable. The instrument used in this study was a questionnaire to 60 respondents who were further analyzed descriptively and quantitatively. Descriptive analysis in this study is used to provide an overview of the characteristics of respondents and an overview of research variables while quantitative analysis conducted with SEM-PLS (Partial Least Square) analysis techniques will be used to test the hypotheses in this research. Based on the results of the analysis in this study, the result shows that compensation has a positive significant effect on job satisfaction, workload has a positive significant effect on job satisfaction, job satisfaction has a negative significant effect on turnover intention, compensation has a negative significant effect on turnover intention, and workload has a negative significant effect on turnover intention. In addition, the analysis also shows that job satisfaction is agood mediator because compensation and workload are proven to have a negative and significant effect on turnover intention through job satisfaction as an intervening variable. Compensation is the most influential variable on turnover intention. In addition, the analysis also shows that job satisfaction is agood mediator because compensation and workload are proven to have a negative and significant effect on turnover intention through job satisfaction as an intervening variable. Compensation is the most influential variable on turnover intention. In addition, the analysis also shows that job satisfaction is agood mediator because compensation and workload are proven to have a negative and significant effect on turnover intention through job satisfaction as an intervening variable. Compensation is the most influential variable on turnover intention.