[ABSTRAK
Tujuan dari penelitian ini adalah mengetahui faktor yang paling mempengaruhiintensi turnover karyawan PT X dan mendesain rancangan intervensi untukmengatasi permasalahan tersebut. Penelitian ini menggunakan pendekatankuantitatif. Hasil penelitian menunjukkan bahwa komitmen organisasi memilikipengaruh paling besar mempengaruhi intensi turnover, dan komponen yang palingrendah adalah pada normative commitment. Hal ini menunjukkan bahwakaryawan tidak merasa memiliki kewajiban untuk tetap bekerja di perusahaan.Normative commitment dapat dibentuk dengan memberikan pelatihan di awal danpromosi. Oleh karena itu, intervensi yang diusulkan adalah perencanaan danpengembangan karir karyawan, khususnya talen, untuk meningkatkan komitmenorganisasi untuk menurunkan intensi turnover karyawan PT X.

---

ABSTRACT
The purpose of this study is to determine the factor that most influences theemployees? turnover intention in PT X and to design interventions to overcomethis problem. This study uses a quantitative approach. The results showed thatorganizational commitment is the factor that most influences the turnoverintention. Measurements showed that the level of normative commitment ofemployees is the lowest component of organization commitment, which meansthe employees feel that they do not have any obligations to keep working at thecompany. Therefore, the proposed intervention is career planning anddevelopment program, particularly for talents, to improve organizationalcommitment in order to reduce turnover intention of employees of PT X.;The purpose of this study is to determine the factor that most influences theemployees’ turnover intention in PT X and to design interventions to overcomethis problem. This study uses a quantitative approach. The results showed thatorganizational commitment is the factor that most influences the turnoverintention. Measurements showed that the level of normative commitment ofemployees is the lowest component of organization commitment, which meansthe employees feel that they do not have any obligations to keep working at thecompany. Therefore, the proposed intervention is career planning anddevelopment program, particularly for talents, to improve organizationalcommitment in order to reduce turnover intention of employees of PT X., The purpose of this study is to determine the factor that most influences theemployees’ turnover intention in PT X and to design interventions to overcomethis problem. This study uses a quantitative approach. The results showed thatorganizational commitment is the factor that most influences the turnoverintention. Measurements showed that the level of normative commitment ofemployees is the lowest component of organization commitment, which meansthe employees feel that they do not have any obligations to keep working at thecompany. Therefore, the proposed intervention is career planning anddevelopment program, particularly for talents, to improve organizationalcommitment in order to reduce turnover intention of employees of PT X.]