<![CDATA[Organizational and digital transformation has intensified employment uncertainty, raising concerns about employee retention and the psychological resources that shape responses to job insecurity. Although previous studies have established a relationship between job insecurity and turnover intention, the moderating role of career adaptability remains insufficiently understood. This study examined the direct associations of job insecurity and career adaptability with turnover intention and investigated the moderating role of career adaptability among employees experiencing organizational changes. A quantitative cross-sectional survey was conducted among 150 full-time employees from public and private organizations in West Java, Indonesia, using purposive sampling between March and May 2026. Data were analyzed using partial least squares structural equation modeling (PLS-SEM) with SmartPLS 4.2.9. The reported findings indicated that job insecurity was positively associated with turnover intention (β = 0.412, p < 0.001), while career adaptability exhibited a negative conditional association (β = −0.286, p < 0.01). Furthermore, career adaptability positively moderated the relationship between job insecurity and turnover intention (β = 0.228, p < 0.01), indicating a stronger positive association at higher levels of adaptability. These findings contribute to Career Construction Theory and Social Exchange Theory by highlighting the context-dependent role of career adaptability in employee withdrawal intentions. Organizations should therefore address perceived employment insecurity through transparent communication while aligning career-development initiatives with credible internal career opportunities. However, the cross-sectional design limits causal inference, and the proposed external career-mobility mechanism remains unverified because actual job-search behavior and employee turnover were not measured.]]>
