<![CDATA[Purpose – This study examines the influence of career patterns and employee engagement on turnover intention, while investigating the moderating role of work motivation among outsourced maritime crew members of PT Pelindo Marine Service. The research addresses the persistent challenge of employee retention in the maritime industry, where contract-based employment and limited career opportunities may increase employees’ intention to leave despite relatively high levels of organizational engagement. Methodology/approach – A quantitative explanatory research design was employed using Structural Equation Modeling–Partial Least Squares (SEM-PLS). Data were collected through structured questionnaires administered to 252 outsourced crew members (Tenaga Alih Daya/TAD) of PT Pelindo Marine Service selected through purposive sampling. The measurement model was evaluated through validity and reliability testing, while the structural model was assessed using path coefficient and moderation analyses. Findings – The results indicate that career patterns have a negative and significant effect on turnover intention, suggesting that transparent and structured career development reduces employees’ intention to leave the organization. Employee engagement also negatively and significantly influences turnover intention by strengthening employees’ emotional attachment and organizational commitment. Furthermore, work motivation significantly moderates the relationship between career patterns and turnover intention by reinforcing the negative relationship. However, work motivation does not significantly moderate the relationship between employee engagement and turnover intention. Novelty/value – This study contributes to the human resource management literature by integrating career patterns, employee engagement, and work motivation within a single research model in the context of Indonesia’s maritime industry. Unlike previous studies that primarily examined work motivation as a mediating variable, this research demonstrates its role as a moderating variable among outsourced maritime employees, thereby providing practical implications for developing sustainable career management and employee retention strategies.]]>
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