Abstract
This study aims to examine and analyze how toxic work environment, burnout, and work-life balance influence employee turnover intention, using PT Kareb Alam Sejahtera as the research setting. This study uses a descriptive qualitative approach with data collected through in-depth interviews, non-participatory observation, and organizational document review involving thirteen informants from managerial, front-line, support, and human resources functions. The results indicate that a toxic work environment characterized by interpersonal conflict, despotic leadership, and unhealthy communication increases employees' emotional exhaustion, which in turn accelerates the onset of burnout. Weak work-life balance, particularly inconsistent implementation of flexible-work policies, further depletes employees' psychological resources, so that the combination of these three conditions consistently drives employees toward the intention-to-search and intention-to-quit stages of the turnover process. The study also finds that supportive direct supervision and consistently applied flexible-work arrangements can partially buffer these effects. These findings confirm the relevance of Job Demands-Resources Theory in explaining turnover intention within a non-Western organizational context and offer managerial implications for retention strategy design.