<![CDATA[Abstrak Objective: This research was conducted to analyze the effect of job satisfaction and organizational support on turnover intention among workers at PT. X, a mining company in the Kolaka Regency, Southeast Sulawesi. Research Methodology: A quantitative approach was applied in this research by designating 107 employees of PT. X as respondents. Because a saturated sampling technique was used, the entire population was automatically drawn as the research sample. The primary data collection process utilized questionnaire instruments, which were then processed and evaluated using the Partial Least Squares-Structural Equation Modeling (PLS-SEM) method equipped with the SmartPLS 4.0 software. Results: Based on statistical testing, it was revealed that perceived organizational support brings a significant negative impact on the intention to leave work, yielding values of (β = -0.576; p < 0.001). The job satisfaction variable likewise showed a similar result, exerting a negative and significant effect on turnover intention with a magnitude of (β = -0.582; p < 0.001). From these findings, it can be interpreted that a stronger perception of support from the institution as well as higher levels of job contentment will directly result in a weaker inclination among employees to quit the company. Conclusions: Job satisfaction and organizational support prove to be key determinants in suppressing employee turnover intention at PT. X. The implication of these findings requires companies to pay closer attention to the forms of support provided while simultaneously fostering a comfortable working environment to enhance staff contentment as the foundation of employee retention strategies. Limitations: The primary limitation of this research lies in its sample scope being restricted to a single mining company, meaning that the generalization of findings must be conducted with caution, compounded by the limited variables examining turnover intention. Contribution: This study enriches human resource management research literature by presenting empirical evidence on the role of organizational support and job satisfaction in curbing employee turnover intention in the Kolaka mining sector, while serving as a strategic reference for workforce retention.]]>
