4 IPTEK Journal of Proceedings Series No. 6 (2019), ISSN (2354-6026) The 1st International Conference on Global Development - ICODEV November 19 th , 2019, Rectorate Building, ITS Campus, Sukolilo, Surabaya, Indonesia The Relationship between Job Satisfaction, Organizational Commitment and Leader- Member Exchange on Turnover Intention (Case Study in Head Office Employee of PT. WG) Budi Wijaya 1 , Bustanul Arifin Noer 2 Abstract The problem of turnover is experienced by many companies, including PT. WG. Head office of PT. WG has the highest rate of turnover among all locations of PT. WG. This study aims to determine the effect of job satisfaction, organizational commitment, and the relationship between leaders and the employees (Leader- Member Exchange - LMX) on employee turnover intention at the Head Office of PT. WG. It also aims to provide input to the management of PT. WG regarding things that need to be done to improve job satisfaction, organizational commitment, and LMX. This study uses a correlational method with primary data collected using a survey method in the form of a questionnaire. Collected data will be analyzed the suitability of the model with the hypothesis that has been proposed. Based on research that has been done, it was found that job satisfaction, organizational commitment, and LMX have a significant effect on turnover intention. Therefore PT. WG needs to pay attention to factors that influence job satisfaction and organizational commitment. In addition, leaders also need to pay attention to their relationships with subordinates. It is expected to reduce employee turnover intention at the Head Office of PT. WG. Keywords job satisfaction, organizational commitment, leader-member exchange, turnover intention I. INTRODUCTION 1 Humans have many needs that must be met in their lives. Human needs are classified into three groups, namely primary needs, secondary needs, and tertiary needs. Humans need to work to be able to meet their needs. There are two major groups of human work, working as employees or as entrepreneurs. Employees are people who work in a particular organization or company to get a wage. The wages obtained are what will be used to meet their daily needs. Employees must continue to work at the company to keep getting paid. There are many things that cause an employee to survive to work in a company, for example a pleasant work environment, jobs that match interests & talents, 1 Budi Wijaya, Department of Technology Management, Institut Teknologi Sepuluh Nopember, Surabaya, 60264, Indonesia. E-mail: budi.30393@gmail.com 2 Bustanul Arifin Noer, Department of Business Management, Institut Teknologi Sepuluh Nopember, Surabaya, 60264, Indonesia. E-mail: bus4arifin@gmail.com good relationships with superiors, career advancement opportunities, personal development opportunities, and so forth. If there are one or several factors that cause employees to survive in a company are not met, then there will be a desire for employees to leave the company. The desire to leave this company is called turnover intention. An employee who begins to want to leave a particular company usually has a declining performance. Employees also began to want to find a new job at another company, marked by the employee starting to open job seeking sites. The relationship between employees and their superiors can also be loose because of the desire to switch companies. It is very clear that turnover intention has a negative impact on a company. Turnover intention can cause a decrease in employee productivity so that it can affect organizational productivity. Besides turnover intention can also lead to a less conducive work atmosphere in an organization. When employees leave the company, the company needs to incur costs to recruit new employees to replace the employees who leave. Companies also need to incur costs and time to retrain their replacement employees from the start [1]. This research uses PT. WG as a research object. PT. WG is a company engaged in the integrated poultry industry. Some business fields carried out by PT. WG is feedmill, breeding farm, commercial farm, slaughter house, further processing, and partnership. PT. WG has business units & representatives in almost all regions in Indonesia. Total employees of PT. WG of 5833 employees. The head office of PT. WG is located in Surabaya with 400 employees. The study took the object of employees at the Head Office of PT. WG This object was chosen because based on employee data leaving PT. WG in 2018 showed that the number of employees leaving the Head Office was the highest in 2018, namely 75 employees. A list of 10 locations with the highest number of outgoing employees in 2018 is shown in Table 1. The number of employees leaving at the Head Office of PT. WG has increased year by year. The most significant increase occurred in 2018 with a percentage increase of 190%. Trends in employees leaving at the Head Office of PT. WG is shown in Figure 1.