The Influence of Perceived Organizational Support on Turnover Intention with Work Engagement as a Mediating Variable: A Study of Generation Z

Abstract

The phenomenon of high turnover intention among Generation Z employees has become an important concern for companies, as it may affect organizational sustainability and effectiveness. Therefore, companies need to understand the factors that can influence employees’ desire to stay or leave their jobs, including perceived organizational support and work engagement. This study aims to analyze the influence of perceived organizational support on turnover intention, with work engagement as a mediating variable. This study employs a quantitative approach. The sample consists of 130 respondents selected using purposive sampling technique. Data were collected through questionnaires and subsequently analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS) with SmartPLS version 4.1.1.8. The results show that perceived organizational support and work engagement has a negative and significant effect on turnover intention. Furthermore, perceived organizational support has positive and significant effect on work engagement. In addition, it is known that work engagement is proven to be able to mediate the indirect relationship between perceived organizational support and turnover intention.