<![CDATA[Purpose – This study examines the relationships among workload, emotional exhaustion, and turnover intention among contract-based public employees and tests the moderating role of perceived organizational support in the workload–emotional exhaustion relationship. Design/methodology/approach – A quantitative explanatory survey was conducted among 195 contract-based public employees in local government institutions in Makassar, Indonesia. Data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with 5,000 bootstrap resamples to assess direct, mediating, and moderating effects. Findings – Workload significantly increases emotional exhaustion (β = 0.182, p = 0.003) and turnover intention (β = 0.225, p = 0.001). Emotional exhaustion strongly predicts turnover intention (β = 0.541, p < 0.001) and partially mediates the relationship between workload and turnover intention (β = 0.098, p = 0.004). However, perceived organizational support does not significantly moderate the workload–emotional exhaustion relationship (β = 0.009, p = 0.886), with a negligible interaction effect (f² = 0.000). Originality/Value – This study extends the Job Demands–Resources (JD-R) theory by providing context-specific evidence of the health-impairment pathway from workload to emotional exhaustion and turnover intention among contract-based public employees. The findings also suggest that the resource-buffering role of organizational support may be context-dependent rather than universally applicable.]]>
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