Continuous Training and Turnover Intention: The Parallel Mediating Roles of Compensation and Job Satisfaction in an Indonesian Mineral Processing Company

Turnover intention is a strategic issue for mineral processing companies because it signals employee departure, which may disrupt workforce stability and increase replacement costs. Although training, compensation, and job satisfaction have been widely examined as factors associated with employees’ intention to leave, prior research remains limited in explaining the roles played by compensation and job satisfaction when specified as parallel mediators. The investigation evaluates the association linking continuous training with turnover intention through these mechanisms among employees of PT Merdeka Tsingshan Indonesia. A quantitative survey was conducted among 155 permanent Indonesian employees selected through purposive sampling. The collected data were analyzed using partial least squares structural equation modeling (PLS-SEM). The estimates show that continuous training corresponds to lower turnover intention while being linked to positive assessments of both compensation and job satisfaction. Compensation and job satisfaction each show an inverse association with turnover intention and jointly constitute a complementary parallel mediation pattern. The findings contribute to the application of Job Demands–Resources Theory by examining compensation and job satisfaction as parallel mediators of the relationship between continuous training and turnover intention. They also highlight the relevance of integrating employee development, perceived compensation fairness, and job satisfaction into retention management.