<![CDATA[This study examines the relationship between upward social comparison (USC) and turnover intention among Generation Z employees in Makassar City and investigates whether perceived organizational support (POS) functions as a boundary condition in this relationship. A quantitative cross-sectional survey was conducted involving 143 Generation Z employees selected through purposive sampling. The data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM), with tenure and employment status included as control variables. The findings indicate that USC is positively associated with turnover intention, suggesting that employees who more strongly compare their career progress with that of more successful others are more likely to consider leaving their organizations. Contrary to theoretical expectations, POS was not negatively associated with turnover intention and instead exhibited a positive relationship. Moreover, POS did not significantly moderate the relationship between USC and turnover intention, indicating that general organizational support did not operate as a buffering resource against the consequences of upward career comparison. Tenure and employment status were also not significantly associated with turnover intention. These findings reinforce the relevance of Social Comparison Theory in explaining turnover intention while also highlighting the limits of Organizational Support Theory in positioning POS as a boundary condition in the context of career-related social comparison among Generation Z employees.]]>
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