<![CDATA[This study aims to analyze the influence of Quality of Work Life (QWL) on turnover intention in millennial employees in Indonesia by including job satisfaction and organizational commitment as mediation variables. The phenomenon of high job mobility of the millennial generation requires organizations to understand the factors that influence their decision to survive. The study used a quantitative approach with a cross-sectional survey design of 250 millennial employees from various industry sectors. The research instrument included four dimensions of QWL, job satisfaction, organizational commitment, and turnover intention, which were analyzed using Structural Equation Modeling based on Partial Least Squares (SEM–PLS). The results showed that job characteristics were the strongest predictors of job satisfaction and decreased turnover intention, while compensation and benefits had a significant but smaller effect. In contrast, work-life balance and supervisory behavior did not show a significant effect. Job satisfaction was found to have a strong effect on organizational commitment and turnover intention, as well as organizational commitment plays a significant role in reducing the intention to change jobs. Mediation analysis showed that job satisfaction and organizational commitment mediated in part the relationship between QWL and turnover intention. This study emphasizes the relevance of Social Exchange Theory and Job Demands–Resources Model in explaining the dynamics of millennial employee retention and providing important recommendations for organizations in designing work strategies that are more adaptive to the needs of this generation.]]>
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