Influence of Trust Climate on Turnover Intention Mediated by Work Engagement on Workers in Indonesia

Oskar Ezra Alan Muin; Christian Haposan Pangaribuan

doi:10.31538/iijse.v8i3.7420

Oskar Ezra Alan Muin Universitas Bunda Mulia, Jakarta, Indonesia
Christian Haposan Pangaribuan Universitas Bunda Mulia, Jakarta, Indonesia

DOI: https://doi.org/10.31538/iijse.v8i3.7420

Keywords: Trust Climate, Work Engagement, Turnover Intention, Mediation, PLS-SEM

Abstract

This study assesses the impact of trust climate on turnover intention within Indonesia’s formal employment sector, exploring the mediating function of work engagement. Employing a quantitative, explanatory research design, the study analyzed data from 315 participants, collected via an online survey, using Partial Least Squares Structural Equation Modeling (PLS-SEM). The findings indicate that trust climate enhances work engagement and conversely reduces turnover intention. Work engagement, in turn, was also found to exert a negative influence on turnover intention. This research identifies a significant indirect pathway where trust climate affects turnover intention via work engagement. This suggests that work engagement acts as a partial mediator in the relationship between the organizational trust climate and intentions to leave. Theoretically, this study enriches the human capital literature by proposing a mediation model grounded in social exchange theory. From a practical standpoint, the results offer actionable insights for organizations, emphasizing the importance of cultivating a trustworthy environment and implementing engagement initiatives to bolster employee retention.

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