<![CDATA[Employee turnover intention has become one of the major challenges for organizations in maintaining workforce stability and organizational effectiveness. PT. X experienced a consistently high employee turnover rate during the January–August 2025 period, indicating problems related to employee retention. Previous studies have demonstrated that supervisor support and work stress are important antecedents of turnover intention; however, the mediating role of work stress remains inconsistent across organizational settings. Therefore, this study aims to analyze the effect of supervisor support on turnover intention, the effect of supervisor support on work stress, the effect of work stress on turnover intention, and the mediating role of work stress in the relationship between supervisor support and turnover intention among employees of PT. X. This study employed a quantitative approach using an explanatory research design. The population consisted of 418 employees of PT. X, while 229 respondents were selected using purposive sampling based on predetermined criteria. Data were collected through a structured questionnaire using a seven-point Likert scale and analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS) with SmartPLS version 3.2.8. The findings revealed that supervisor support had a negative and significant effect on turnover intention (β = –0.376; t = 7.224; p < 0.001) and work stress (β = –0.918; t = 94.480; p < 0.001). Furthermore, work stress positively and significantly affected turnover intention (β = 0.592; t = 10.335; p < 0.001). Indirect effect analysis demonstrated that work stress significantly mediated the relationship between supervisor support and turnover intention (β = –0.543; t = 11.548; p < 0.001). These findings indicate that increasing supervisor support can reduce employees' work stress, which subsequently decreases turnover intention. The study contributes to organizational behavior literature by confirming the importance of supervisor support in strengthening employee retention through the reduction of work-related stress.]]>
