The Mediating Role of Job Satisfaction in the Effects of Human Resource Planning and Competency-Based Recruitment on Turnover Intention
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Abstract
Turnover intention remains a strategic human resource concern in dynamic private-sector labor markets. This study examines how human resource planning and competency-based recruitment are associated with turnover intention through job satisfaction among 200 employees of private companies in Indonesia. A quantitative cross-sectional explanatory design was employed, and the data were analyzed using PLS-SEM in SmartPLS. Competency-based recruitment was positively associated with job satisfaction (β = 0.786, t = 11.808, p < 0.001), as was human resource planning (β = 0.198, t = 2.973, p = 0.003). Contrary to the hypothesized negative direction, job satisfaction showed a very strong positive association with turnover intention (β = 0.946, t = 143.500, p < 0.001); therefore, the directional hypothesis for this path was not supported. Significant indirect effects were also observed for competency-based recruitment through job satisfaction (β = 0.744, t = 11.956, p < 0.001) and human resource planning through job satisfaction (β = 0.188, t = 2.958, p = 0.003). Because the measurement model also shows exceptionally high interconstruct correlations, these results should be interpreted cautiously and should not be treated as causal evidence. The study highlights the importance of competency alignment and workforce planning while identifying a theoretically anomalous satisfaction–turnover pattern that warrants replication, coding verification, and stronger discriminant-validity assessment.
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