The Effect of Workload and Work-life Balance on Employee Turnover Intention: The Moderating Role of Organizational Support

Abstract

Aims: This study aims to analyze the effect of workload and work-life balance on employee turnover intention at Swiss-Belhotel lampung with organizational support as a moderating variable. Specifically, this study focuses the positive or negative effect whether workload and work-life balance on employee turnover intention at Swiss-Belhotel Lampung, and the moderating role organizational support in the positive or negative effect whether workload and work-life balance on employee turnover intention. Study Design: Utilizing a quantitative approach a structural equation modelling (SEM) approach based on Partial Least Squares (PLS). Place and Duration of Study: All Department in Swiss-Belhotel Lampung around July 2025. Methodology: This study involved a sampel of 120 contract and daily worker employees at Swiss-Belhotel Lampung. Data were collected through a structured questionnaire distributed online via Google Forms via WhatsApp. Analysis was performed using smartPLS version 4.1.1.2 to test the proposed model and hypotheses. Results: The results indicate that workload has no significant effect on turnover intention, where as work-life balance shows a positive and significant effect on turnover intention. This suggests that employees who perceive a better work-life balance may paradoxically show a higher tendency to leave. The moderation test further reveals that organizational support does not significantly moderate the relationship between workload and turnover intention. However, it significantly weakens the effect of work-life balance on turnover intention, indicating that higher organizational support can mitigate the tendency of employees to resign even when they perceive a good work-life balance. These findings emphasize the strategic importance of organizational support in managing employee retention within the hospitality sector Conclusion: The results of this study indicate that workload is not a primary factor influencing employee turnover intentions. Conversely, work-life balance shows a positive relationship with turnover intentions, suggesting potential dissatisfaction or a conflict between personal values and job demands, even when employees perceive their work-life balance as adequate. Organizational support is not effective in reducing the impact of workload, it has been shown to strengthen the influence of work-life balance on turnover intentions, functioning as a compensatory mechanism when work-life balance is not optimal.