<![CDATA[This study aims to determine the effect of employee engagement on employee turnover intention at PT. ABC. The background of this study is based on the high turnover intention phenomenon in several companies, which is often associated with the level of employee attachment to the organization. Employee engagement is considered an important factor that can foster loyalty, increase motivation, and strengthen employee commitment to the company. The type of research used is quantitative, utilizing primary and secondary data. Data collection was carried out through observation, interviews, and distribution of questionnaires to 36 employees as the research sample. Data analysis techniques include descriptive analysis, validity testing, reliability testing, and simple linear regression analysis to examine the relationship between research variables. Based on the analysis results, a regression coefficient value of 0.181 was obtained with a significance level of 0.359 (p > 0.05). This indicates that employee engagement does not have a significant effect on turnover intention. The R-square value of 0.025 indicates that employee engagement contributes only 2.5% to the variation in turnover intention, while the remaining 97.5% is influenced by other factors not examined, such as compensation, leadership, organizational culture, and the work environment. The findings of this study suggest that employee engagement alone is not a determining factor in reducing turnover intention. Therefore, companies need to consider other aspects that can strengthen employee bonds, such as rewards, effective communication, and career development opportunities. Therefore, this study provides an understanding that human resource management efforts must be carried out holistically, not solely focusing on employee engagement but also involving other, more complex variables.]]>
