<![CDATA[This study aims to examine the effects of workload and employee engagement on turnover intention among contract employees and to explain their contribution to employees’ intention to leave the organization. A quantitative explanatory research design was employed using a survey approach. Data were collected through an online questionnaire from 100 respondents selected using simple random sampling. The data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS, including measurement model evaluation, structural model assessment, and bootstrapping for hypothesis testing. The results indicate that workload has a positive and significant effect on turnover intention, suggesting that excessive job demands increase employees’ intention to leave the organization. Unexpectedly, employee engagement also shows a positive and significant effect on turnover intention, indicating that among contract employees, high engagement may reflect commitment to work responsibilities rather than long-term organizational attachment. Furthermore, workload and employee engagement jointly explain a substantial proportion of the variance in turnover intention. These findings extend the application of the Job Demands–Resources perspective by demonstrating that employee engagement does not necessarily function as a retention mechanism under contractual employment conditions. Practically, organizations should balance workload while strengthening employment security and career development policies to reduce turnover intention.]]>
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