THE IMPACT ON TURNOVER INTENTION THAT VIEWED THROUGH CAREER DEVELOPMENT AND WORK ENVIRONMENT WHICH MEDIATED BY WORK SATISFACTION AT PT. SINAR

This research aims to evaluated and analyzed those influence of career development and work environment towards turnover intention which mediated by employee work satisfaction at PT. Sinar Antjol 1942. This research was conducted from October 2019 to April 2020 at PT Sinar Antjol Jakarta. Research data was questionnaire that calculated by Slovin formula with sample of 120 respondents out of 170 employees who had standard error of 5%. Data were analyzed by SEM (Structural Equation Modeling) method with path analysis application SmartPLS (Partial Least Square) version 3.2.9 Windows. The results showed that career development and work environment had negative impact over turnover intention. Meanwhile, work satisfaction has succeeded in mediated between career development and work environment towards turnover intention.


INTRODUCTION
Inclination (intention) is an desires that arises from individual to do something. Meanwhile, turnover is the stopping of an employee from working voluntarily or moving from work to another workplace. High turnover was indicated that employees do not like working in organization. employees felt they did not find comfort this causing employee's desire to resign was increased. These discomfort could be seen from coworkers' complaints against HRD division directly when speaking in free time such as wages that are deemed unsuitable, unclear career paths, inappropriate workloads and inadequate facilities. The resource person told that this happened due to employee dissatisfaction with the company as previously described regarding salaries, career paths, workloads and work facilities. From these four reasons, the strong influence on satisfaction which ultimately leads to the desire to resign according to resource person was career development and work environment. In terms of career development itself, the resource person explained that the lack of work-related training which should be able to help employees to complete their work besides the employees do not have opportunity to get promotion. This possible because the condition of company is a family company. In terms of work environment, the resource person said that the condition of work tools in the company still incomplete, the company has not responded positively to the application to fulfill the completeness of work, so the completeness of work used by employees is getting worn out, not keeping up with the times. Also, the relationship between colleagues that sources often finds conflict between superiors and subordinates which leads work environment less conducive or discomfortable with one another. The resource person were explained that another problem faced was finding new candidates. New candidates for PT Sinar Antjol were selected by ODR (One Day Recruitment) system meaning that all stages of psychological tests and interviews for new candidates were passed in one day and decided on that day. This ODR was conducted 2 times a month, which means that every month there are requests of new candidates. In addition, the turnover rate owned by company shows a fluctuating condition where the conditions was unstable and shows symptoms that not constant and always changing, while the company tried to reduce these turnover rate by targeting a maximum turnover rate of 8% -10% per year.
Previous research were found that the link between these problems. Yanjun Guan's research (2017) were explained that Career Development was positively related to Work Satisfaction, Eun Kyoung Chung's research (2017) explained that there had positive influence from work environment to Work Satisfaction which arises by an employee work motivation, Yasar Research and Nugraheni (2017) said that career development had significant impact on Turnover Intention, however, in Saklit's research (2017) which stated that career development had no impact on turnover intention, so there has gap which could triggered on emergence of mediating variables. Research by Irvianti and Verina (2015) shows that there had partial and simultaneous influence between Work Environment to Turnover Intention , but in Tobias Murtantyo's research (2015) which explained that work environment had positive impact towards Turnover Intention, so there had research gap which could triggered on the emergence of mediating variable. Research by Na Li, Lichuan Zhang (2019) which explained that work satisfaction had negative and significant influence over Turnover Intention. Beside that, in Yanjun Guan (2017) work satisfaction had succeeded in being an intervening variable between career development and turnover intention, whilst in Eun Kyoung's research (2017) work satisfaction has seen was mediated work environment to turnover intention. From these explanation above, there were suggestions that career development and work environment which not done yet optimally so work satisfaction to organization was low, in resulting less turnover intention. Based on this background of problems, researchers were interested to carried out the research which related to "The Impact on Turnover Intention that viewed through Career Development and Work Environment and mediated by Work Satisfaction at PT. Sinar Antjol 1942".

LITERATURE REVIEW Career Development
According to Kasmir (2016:140) which defined that employee development is a process to refresh, develop skills, talents, interests and employee behavior. According to Mathias and Jackon (2010:303) which stated that development is an effort to improve the ability of employees to handle various tasks and foster its employee abilities beyond those required by current jobs. In this research, The Dessler's theory which stated that career development is a series of longlife activities that contribute to exploration, formation, success and fulfillment of someone career. Career development according to Dessler in cashmere that could be done through education, transfer between sections (mutations/rotations) and promotion (Kasmir, 2016).

Work Environment
According to Sedarmayanti (2015) work environment is the whole tools and materials surround by environment where a person works, work method and work arrangement both individual and as a group. According to Sutrisno (2011:118) Work environment is the whole work facilities and infrastructure surrounds employees when doing work which had impact to the implementation of work. Sedarmayanti (2015) explained that work environment was divided into two, such as physical environment and non-physical environment.

Work Satisfaction
According to Robbin and Judge (2013:108) Work Satisfaction is a picture of positive feelings from individuals about their work, employees who were satisfied with their work and have high positive feelings about the work that they are doing. Noe et al (2015:468) was define work satisfaction is a feeling of pleasure as result from perception towards person's job fulfills or allows the fulfillment of important work values from that person. According to Luthan (2008:431) work satisfaction is a characteristic and challenges that arise in work that determine satisfaction. The dimensions of work satisfaction according to Luthan were that job itself, salary/wages, promotions, bosses and co-workers (Luthan, 2008:431).

Turnover Intention
According to Robbins and Coulter (2012:373) turnover intention is the withdraw from a company either voluntarily or involuntarily. According to Dessler (2015:372) the costs which arise from Turnover Intention in companies were divided into The tangible costs such as recruitment fees, screening, interviews, applicant tests, as well as salary fees when new employees are oriented and trained and also the costs that cannot be seen was lost productivity for the new employee (who are less productive initially), the cost of leadership for new employee. According to Armstrong (2009:201) reasons to leaving work probably occur due to higher pay, better career paths, better opportunities to develop skills, better security, better working conditions, unable to cope with work, bad relations with superiors, poor relations with peers, harassment, personal reasons such as pregnancy, illness, move away from occupied areas.

Conceptual Framework
The research conceptual framework model was described as follows: H7: Work environment had negative and significant impact towards turnover intention which mediated by work satisfaction.

RESEARCH METHODS
The method used was descriptive method with quantitative approach and causal research method. Research object was the employees of PT Sinar Antjol 1942 with total of 120 respondents filled out the questionnaire, samples were taken by Slovin formula from total population of 170 employees. The sampling technique used quota sampling then data were analyzed by SmartPLS (Partial Least Square) with assist of path analysis application.

RESULT AND DISCUSSION Frequency Distribution
Based on these questionnaires results that have been distributed, it was found that men were 62.5%, while women were 37.5%. In terms of age, most of them were over 40 years old at 27.5%, 33.33% for those over 30 to 40 years old and the remaining was 39.16% who aged 20 to 30 years. Meanwhile, for the length of work, there were 60.83% of employees who worked 1 to 5 years, 21.66% of employees who had worked for more than 5 to 10 years, while as many as 13.33 % employees who worked for more than 10 to 15 years and employees who worked for more than 15 years of 4.16%. Based on department/divisions. it was obtained from Maintenance Department as many as 8.33%, Production dept as many as 7.50%, Engineering and Improvment dept as many as 8.33%, PPIC dept as many as 9.16%, R&D Dept around of 9.16%, Dept. PGS and sales as many as 9.16%, logistics dept around of 10.83%, HRD and PGA as many as 9.16%, Procurement of 7.5%, MIS around 9.16%, Accounting as many as 9%, Finance as many as 6% and secretion as many as 0.83%.

Outer Model Evaluation
According to Ghozali & Latan (2015) stated that an indicator which considered to have a high level of validity which is if it has a loading factor value greater than 0.70. However, these loading factor of 0.50 to 0.60 still acceptable. Loading factor value used in this research was > 0.6 so if loading factor value was < 0.6 from estimation result of measurement model (outer model),then it will be excluded from the model and recalculated again (outer model). According to the first calculation, there had several indicators which are invalid, so they will removed from these model then second calculation was carried out. Based on these second calculation, there had indicator which invalid, so it would removed from the model then carried out the third calculation. Furthermore, discriminant validity test was carried out based on cross loading result and was declared valid. Furthermore, reliability test was carried out based on composite reliability and cronbach's alpha with each condition above 0.70 so the instrument will be considered as reliable.

Inner Model Evaluation
The first stage was examined those coefficient of determination by looking at R Square value, whereas Ghozali & Latan (2015) classifies the R-Square value as 0.75; 0.50; 0.25 which is the strong, moderate, and weak model. From these results it could be concluded that career development and work environment variables had moderately impact on work satisfaction and turnover intention. Furthermore, the Goodness of Fit Index (GoF) test was carried out. From these calculation results, the GoF Index value was considered large because the value was more than 0.36. Then the last step was examined the hypothesis, whereas the t table value was obtained of 1.97377 with significance level (α) of 0.05.

Table 7. Path Coefficients
The results shows that the direct effects of career development had insignificant impact on turnover. These results were in line with previous research that conducted by Saklit (2017), and contradict with Yasar and Nugraheni's research (2017). However, when its mediated by work satisfaction, career development were turn into negative and significant impact on turnover. Career development were also had positive and significant influence on work satisfaction and were in line with Yanjun Guan's research (2017) then work satisfaction had negative and significant impact on turnover and were in line with research by Na Li, Lichuan Zhang (2019). This continuation between career development that influence on work satisfaction and ultimately work satisfaction would impact on turnover. In this case work satisfaction acts as a perfect mediator between career development and turnover.
These research results was indicated that direct effect from work environment had insignificant impact towards turnover. This result was contrary to Irvianti and Verina's research (2015). However, when it was mediated by work satisfaction, work environment turn into negative and significant influence on turnover then Work environment were also had positive and significant influence on work satisfaction and were in line with Eun Kyoung Chung's research (2017) work satisfaction also had negative and significant impact on turnover and were in line with Eun Kyoung Chung's research (2017). This becomes a continuity between work environment which had influence over work satisfaction and ultimately work satisfaction affects the turnover. In this case work satisfaction acts as a perfect mediator between work environment and turnover.

CONCLUSION
According to research results it could be concluded that direct effect of career development on turnover gave negative but insignificant results, but the indirect effect which mediated by work satisfaction showed that career development had negative and significant impact towards turnover intention. So, it could be said that work satisfaction was perfectly mediated those influenced from career development towards turnover. Then the direct influence from work environment to turnover gave negative but insignificant results, but the indirect effect which mediated by work satisfaction showed that work environment had negative and significant influence on turnover. So, it could be said that work satisfaction was perfectly mediated those influence from work environment towards turnover intention.