Employee retention is a significant challenge for organizations, particularly in industries like mining and transportation, where turnover rates are high. High turnover not only incurs costs for recruitment and training but also affects organizational stability and performance. Understanding the factors influencing turnover intention is crucial for companies seeking to maintain a stable workforce. Job satisfaction is a key factor affecting turnover intention, as employees who are satisfied with their jobs are less likely to leave. However, job satisfaction alone does not fully explain turnover intention. Organizational commitment, the emotional attachment and loyalty employees feel toward their organization, mediates the relationship between job satisfaction and turnover intention. Employees with higher organizational commitment are less likely to leave, even if their job satisfaction decreases. Age and tenure (length of time employed) may moderate this relationship. Younger employees or those with shorter tenure may be more influenced by job satisfaction, making them more likely to leave when dissatisfied. In contrast, older employees or those with longer tenure may feel more committed to the organization and be less likely to leave, regardless of their satisfaction levels.

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Keywords: Job Satisfaction, Turnover Intention, Organizational Commitment, Age Moderation, Tenure Moderation