Abstract
This study aims to analyze the influence of employee well-being, HRD practices, and organizational culture on commitment and turnover intention in the aviation and airport industry in Indonesia. The research method uses primary data collected through a Google Forms questionnaire and analyzed using Structural Equation Modeling (SEM) with the AMOS application. The results indicate that employee well-being positively affects commitment, while HRD practices and organizational culture do not positively affect commitment. Additionally, commitment positively affects turnover intention. The implications of this research suggest that companies in the aviation and airport industry should develop optimal strategies to reduce turnover intentions by enhancing employee well-being and supporting meaningful work experiences.
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