Continuous Training, Job Satisfaction, and Turnover Intention: Toward a Sustainable Workforce in Indonesia's Smelter
DOI:
https://doi.org/10.54099/ijhbm.v2i1.1961Keywords:
Continuous Training, Job Satisfaction, Turnover Intention, Employee Retention, PLS-SEMAbstract
Purpose – This study examines the effect of continuous training on turnover intention through the mediating role of job satisfaction among employees of one of the mineral processing (smelter) companies in Morowali, Indonesia, based on the Job Demands–Resources (JD-R) theory.
Methodology/approach – A quantitative explanatory study with a cross-sectional design was conducted involving 155 permanent employees selected through purposive sampling. The data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM).
Findings – Continuous training has a significant negative effect on turnover intention and a significant positive effect on job satisfaction. Job satisfaction also has a significant negative effect on turnover intention and partially mediates the relationship between continuous training and turnover intention. These findings indicate that continuous training can serve as an effective employee retention strategy by enhancing job satisfaction and reducing employees' intention to leave. However, the findings should be interpreted considering the cross-sectional design and data collected from a single organization.
Novelty/value – This study extends the application of the Job Demands–Resources (JD-R) theory within the context of Indonesia's smelter industry by demonstrating the mediating role of job satisfaction in explaining how continuous training contributes to employee retention. The findings provide practical implications for organizations seeking to build a sustainable workforce through continuous employee development.
Keywords: Continuous Training; Job Satisfaction; Turnover Intention; Employee Retention; PLS-SEM
References
Albtoosh, Q., Ngah, A. H., & Yusoff, Y. M. (2022). Training satisfaction relative to turnover intention: The mediating role of employee loyalty. Industrial and Commercial Training, 54(4), 545–565. https://doi.org/10.1108/ICT-06-2021-0047
Bothma, C. F. C., & Roodt, G. (2013). The validation of the turnover intention scale. SA Journal of Human Resource Management, 11(1), 1–12. https://doi.org/10.4102/sajhrm.v11i1.507
Demerouti, E., Nachreiner, F., Bakker, A. B., & Schaufeli, W. B. (2001). The job demands–resources model of burnout. Journal of Applied Psychology, 86(3), 499–512. https://doi.org/10.1037/0021-9010.86.3.499
Gage, C. B., Logan, L., Kamholz, J. C., Powell, J. R., van den Bergh, S. L., Kenah, E., & Panchal, A. R. (2025). The Spector Job Satisfaction Survey: Associations of satisfaction with leaving EMS. Prehospital Emergency Care. Advance online publication. https://doi.org/10.1080/10903127.2025.2482100
Hair, J. F., Hult, G. T. M., Ringle, C. M., & Sarstedt, M. (2022). A primer on partial least squares structural equation modeling (PLS-SEM) (3rd ed.). SAGE Publications.
Hoo, W. C., Shien, L. Y., Wolor, C. W., Shaznie, A., & Prompanyo, M. (2024). Mediating role of job satisfaction and employee engagement in the relationship between soft-training and development investment toward employee turnover. Journal of Ecohumanism, 3(4), 2682–2696.
Hosen, S., Hamzah, S. R., Ismail, I. A., Alias, S. N., Aziz, M. F. A., & Rahman, M. M. (2024). Training and development, career development, and organizational commitment as predictors of work performance. Heliyon, 10(1), e23903. https://doi.org/10.1016/j.heliyon.2023.e23903
Hulu, W. B. J., Telaumbanua, E., Halawa, O., & Mendofa, Y. (2024). The effect of job satisfaction on employee retention. Golden Ratio of Data in Summary, 5(1), 7–15. https://doi.org/10.52970/grdis.v5i1.677
Nabi, M. N., Miah, M. S., Hossain, M. S., Islam, M. F., Sultana, S., Yesmin, M., & Hasan, E. (2025). Navigating the training satisfaction effects on organizational performance: Examining multiple mediating paths with PLS-SEM and IPMA. Social Sciences & Humanities Open, 12, 101858. https://doi.org/10.1016/j.ssaho.2025.101858
Nelson, A., & Fitriana, A. (2024). Exploring employee retention factors: The mediating role of job satisfaction. JBTI: Jurnal Bisnis Teori dan Implementasi, 15(2), 125–142. https://doi.org/10.18196/jbti.v15i2.20492
Németh, Z., Deák, P., Szűcs, R., Makai, A., & Hock, M. (2024). Validation of the Hungarian version of the 6-item turnover intention scale among elderly care workers. Scientific Reports, 14, Article 66671. https://doi.org/10.1038/s41598-024-66671-0
Pinnington, A., Mir, F. A., & Ai, Z. (2024). The significance of general skills training for early career graduates: Relationships with perceived organizational support, job satisfaction, and turnover intention. European Journal of Training and Development, 48(7/8), 705–729. https://doi.org/10.1108/EJTD-01-2023-0002
Sholahuddin, A., Putri, N. D., & Susijawati, N. (2025). Employee retention strategy: Analysing the influence of career development, compensation, and job satisfaction on turnover intention. International Journal of Innovative Technologies in Economy, 3(51). https://doi.org/10.31435/ijite.3(51).2025.3405
Sulistiyono, D., & Aima, M. H. (2020). The influence of career development and compensation on work satisfaction and its implications against turnover intention at AJB Bumiputera 1912's head office. Dinasti International Journal of Education Management and Social Science, 2(1), 81–95. https://doi.org/10.31933/dijemss.v2i1.599
United Nations. (2025). Goal 8: Decent work and economic growth: Sustainable Development Goals Report 2025. United Nations.
Wang, X., & Jiang, M. (2024). The impact of training on employability and turnover intention among university staff in Shandong Province, China. European Journal of Education Studies, 11(10). https://doi.org/10.46827/ejes.v11i10.5548
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2026 Muh Irfan, Parwoto Parwoto
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.
