<![CDATA[Increasingly intense global competition requires organizations to have high-quality and highly committed human resources. In the context of human resource management, organizational success is determined not only by the ability to recruit competent employees but also by the ability to retain them so that they remain loyal and productive. The level of turnover intention can be influenced by several factors, including employee engagement, job satisfaction, and organizational commitment. The purpose of this study is to examine the effect of employee engagement on turnover intention, with job satisfaction and organizational commitment serving as intervening variables. The population of this study consisted of employees of KSPPS BMT Binamas Purworejo. The sampling technique used was saturated sampling, resulting in a sample of 120 respondents. Data were collected through questionnaires, and responses were measured using a five-point likert scale. Data analysis was conducted using the Partial Least Squares (PLS) method with SmartPLS version 4.0 software. The results indicate that: (1) employee engagement has a negative and significant effect on turnover intention, (2) employee engagement has a positive and significant effect on job satisfaction, (3) job satisfaction has a negative and significant effect on turnover intention, (4) employee engagement has a positive and significant effect on organizational commitment, (5) organizational commitment has a negative and significant effect on turnover intention, (6) job satisfaction mediates the effect of employee engagement on turnover intention, and (7) organizational commitment mediates the effect of employee engagement on turnover intention.]]>
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