The Effect Of Perceived Organizational Support On Work Engagement and Turnover Intention

The purpose of this study was to determine the relationship between perceived organizational support, work engagement and turnover intention of UD Sari Dharma employees. In this study using 44 employees as respondents of research with Partial Least Square (PLS) techniques. The results in this study indicate that perceived organizational support has a significant negative effect on turnover intention. Perceived organizational support has a significant positive influence on work engagement. Work engagement has a significant negative effect on turnover intention and work engagement is able to mediate partially on perceived organizational support for turnover intention. KEYWORDS: Turnover intention, perceived organizational support, work engagement