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The objective of this research was to analyze the impact of organizational culture, career development, and job satisfaction on turn over intention of PT CMK. This research applied a quantitative approach and a causal research design. The Slovin formula was used to determine the population of all PT.CMK employees, with a total sample of 165 respondents. Purposive sampling was a non-probability sampling technique. In the data analysis procedure, the SEM-PLS (Structural Equation Model- Partial Least Square) model was used. The findings revealed that organizational culture (X1) had no effect on turnover intention of PT.CMK employees (Y2), whereas other findings revealed that organizational culture (X1) had an effect on job satisfaction (Y1). Satisfaction (Y1) had a negative and significant effect on turnover intention (Y2), career development (X2) had an effect on job satisfaction (Y1), and finally career development (X2) had an effect on turnover intention (Y2).

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