The Effect of Learning Opportunity and Career Development on Employee Satisfaction and Intention to Stay Across Indonesia: A SEM-PLS Approach
DOI:
https://doi.org/10.46799/adv.v4i9.628Keywords:
Learning Opportunity, Career Development Support, Job Satisfaction, Intention to Stay, SEM-PLS, Employee Retention IndonesiaAbstract
This study aims to analyze the effects of Learning Opportunity (X1) and Career Development Support (X2) on Job Satisfaction (Y1) and Intention to Stay (Y2) among employees in Indonesia, as well as to examine the mediating role of Job Satisfaction in these relationships. Tenure (X3) was included as a single-indicator control variable based on empirical evidence of statistically significant differences across tenure groups identified through ANOVA. Data were obtained from 168 valid respondents aged 22–40 years, representing eight major industries in Indonesia and selected through purposive sampling. The measurement instrument comprised 19 reflective indicators representing the key study constructs. Partial Least Squares Structural Equation Modeling (PLS-SEM) was performed using SmartPLS 3.0, with bootstrapping based on 5,000 subsamples used to assess statistical significance. The findings indicate that Learning Opportunity significantly affects Job Satisfaction (? = 0.636; p < 0.001) and directly influences Intention to Stay (? = 0.201; p = 0.019). Career Development Support also exerts an indirect effect on Intention to Stay through Job Satisfaction, indicating a mediating effect. Job Satisfaction significantly influences Intention to Stay (? = 0.557; p < 0.001) and serves as an important mechanism linking the independent variables to employees’ intention to remain with their organizations. The managerial implications of this study suggest that organizational investment in structured learning opportunities and career development programs can serve as an effective and measurable employee retention strategy, particularly in Indonesia’s increasingly competitive labor market.
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