Understanding Employee Turnover: Health, Safety, Work Environment, and Job Satisfaction Influence Commitment

https://doi.org/10.35912/jakman.v6i3.4585
Published: Jun 13, 2025

Abstract:

Puspose: This study examines the correlation of HSE and work environment on job satisfaction, with organizational commitment as a mediating factor.

Methodology/Approach: In February 2025, a survey was conducted with 350 participants using the Krejcie and Morgan method. The survey aimed to assess the validity and reliability of the measurement instruments, test the hypotheses, and explore the relationships among the variables. The results indicated that Health, Safety, and Environment (HSE) practices significantly impacted organizational commitment. However, job satisfaction did not facilitate the relationship between HSE and organizational commitment.

Results/Findings: Health, Safety, and Environment (HSE) practices significantly influence organizational commitment. The findings indicate that HSE initiatives create a safe and supportive work environment, which fosters employee trust, well-being, and loyalty. This, in turn, enhances their long-term commitment to the organization. While the work environment impacted job satisfaction, it did not significantly affect organizational commitment in this study. Additionally, job satisfaction was not identified as a meaningful mediator between other factors. This suggests that HSE practices and a supportive work environment have a stronger influence on organizational commitment than job satisfaction alone.

Conclusions: HSE (Health, Safety, and Environment) practices significantly impact organizational commitment. In contrast, the work environment influences job satisfaction but does not directly affect commitment. Additionally, job satisfaction was not a significant mediator between these two constructs. Organizations should strengthen their HSE practices and create a safe, positive work environment to enhance employee engagement and organizational commitment. Initiatives such as leadership development, recognition programs, and growth opportunities can increase employee motivation and improve long-term performance.

Keywords:
1. Health and Safety Environment (HSE)
2. Job Satisfaction
3. Organization Commitment
4. Working Environment
Authors:
1 . Ananda Prakoso
2 . Aris Budiono
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How to Cite
Prakoso, A., & Budiono, A. (2025). Understanding Employee Turnover: Health, Safety, Work Environment, and Job Satisfaction Influence Commitment. Jurnal Akuntansi, Keuangan, Dan Manajemen, 6(3), 815–826. https://doi.org/10.35912/jakman.v6i3.4585
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Vol. 6 No. 3 (2025): Juni
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  2. Amalia, A. R., Azra, F. E. A., & Suhendra, S. (2023). Impact of Occupational Safety and Health (K3) and compensation on employee performance: The role of organizational commitment. Jurnal Manajemen Strategi Dan Aplikasi Bisnis, 6(2), 399–408. Https://doi.org/10.36407/jmsab.v6i2.1075
  3. Anggoro, W., Indarti, S., & Efni, Y. (2022). Pengaruh Penerapan K3 Dan Komitmen Karyawan Terhadap Kepuasan Kerja Dan Produktivitas Kerja Karyawan Bagian Produksi Pt. Sari Lembah Subur Pelalawan. Jurnal Daya Saing, 8(3), 402–415. Https://doi.org/10.35446/dayasaing.v8i3.979
  4. Attamimi, S. K., Hayati, K., & Karim, M. (2022). Pengaruh Kepuasan Kerja dan Keterikatan Kerja Terhadap Kinerja Karyawan. Reviu Akuntansi, Manajemen, Dan Bisnis, 2(1), 67–77. Https://doi.org/10.35912/rambis.v2i1.1497
  5. Blau, P. M. (2017). Exchange and power in social life. Exchange and Power in Social Life, 1–352. Https://doi.org/10.4324/9780203792643
  6. Byun, S., & Jeon, L. (2023). Early Childhood Teachers’ Work Environment, Perceived Personal Stress, and Professional Commitment in South Korea. Child and Youth Care Forum, 52(5), 1019–1039. Https://doi.org/10.1007/s10566-022-09722-9
  7. Cahyani, N. P. P. A., & Ida, B. T. P. (2022). The Influence of Work Environment, Occupational Health Safety, Organizational Commitment to Nurse Performance at Siloam Bali Hospital. Jurnal Manajemen Kesehatan Yayasan RS. Dr. Soetomo , 8(2), 225–239. DOI: 10.29241/jmk.v8i2.984
  8. Chin Wynne W. (1998). Wynne W. Chin The Partial Least Squares Approachto Sructural Equation Modeling 1998.
  9. Dorta-Afonso, D., González-de-la-Rosa, M., García-Rodríguez, F. J., & Romero-Domínguez, L. (2021). Effects of high-performance work systems (HPWS) on hospitality employees’ outcomes through their organizational commitment, motivation, and job satisfaction. Sustainability (Switzerland), 13(6). Https://doi.org/10.3390/su13063226
  10. Fauziah, N. A., Faeni, D. P., Wibowo, A., & Fikri, N. (2024). Pengaruh Learning Agility , Eksplorasi Kompetensi , dan Training terhadap Kinerja Karyawan melalui Komitmen ( The impact of Learning Agility , Competency Exploration , and Training on Employee Performance through Commitment ). 5(2), 225–238. Https://doi.org/10.35912/simo.v5i2.3457
  11. Kurniawati, Y. L., & Hirawati, H. (2022). Pengaruh Kepuasan Kerja, Keselamatan, Dan Kesehatan Kerja Terhadap Komitmen Organisasional. Business Management Analysis Journal (BMAJ), 5(1), 62–76. Https://doi.org/10.24176/bmaj.v5i1.6786
  12. Li, J., Li, S., Jing, T., Bai, M., Zhang, Z., & Liang, H. (2022). Psychological Safety and Affective Commitment Among Chinese Hospital Staff: The Mediating Roles of Job Satisfaction and Job Burnout. Psychology Research and Behavior Management, Volume 15(June), 1573–1585. Https://doi.org/10.2147/prbm.s365311
  13. Marliani, M., Tanjung, R., & Rochadi, R. K. (2023). Hubungan Lingkungan Kerja dengan Kepuasan Kerja Perawat. Journal of Telenursing (JOTING), 5(2), 2421–2428. Https://doi.org/10.31539/joting.v5i2.7640
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  19. Pradita, S., & Sentoso, A. (2022). Analisis Pengaruh Praktek Keselamatan dan Kesehatan Kerja terhadap Kinerja Karyawan dimediasi oleh Komitmen Organisasi. Jesya (Jurnal Ekonomi & Ekonomi Syariah), 5(1), 128–146. Https://doi.org/10.36778/jesya.v5i1.558
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  21. Saputra, A. H., Susena, K. C., & Nurzam, N. (2023). Pengaruh Kesehatan Dan Keselamatan Kerja (K3) Dan Jenjang Karir Terhadap Kepuasan Kerja Karyawan Pada PT. PLN (PERSERO) Ulp Bintuhan. Jurnal Fokus Manajemen, 3(2), 109–114. Https://doi.org/10.37676/jfm.v3i2.4696
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  23. Sukwika, T., & Sutrisno, G. (2021). Kepemimpinan Keselamatan, Komitmen Ahli K3, Akuntabilitas Terhadap Kepuasan Kerja dan Kinerja Keselamatan. Jurnal Ecodemica Jurnal Ekonomi Manajemen Dan Bisnis, 5(2), 164–174. Https://doi.org/10.31294/eco.v5i2.10960
  24. Sulistyawati, N., Setyadi, I. K., & Nawir, J. (2022). Pengaruh Lingkungan Kerja, Budaya Organisasi dan Kepemimpinan Transformasional terhadap Kepuasan Kerja Karyawan Millenial. Studi Ilmu Manajemen Dan Organisasi, 3(1), 183–197. Https://doi.org/10.35912/simo.v3i1.680
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  27. Yi, M., Jiang, D., Wang, J., Zhang, Z., Jia, Y., Zhao, B., Guo, L., & Chen, O. (2022). Relationships among thriving at work, organisational commitment and job satisfaction among Chinese front-line primary public health workers during COVID-19 pandemic: A structural equation model analysis. BMJ Open, 12(6). Https://doi.org/10.1136/bmjopen-2021-059032