<![CDATA[Purpose: This research examines the influence of work-life balance and job satisfaction on turnover intention among Generation Z employees in the mining sector, utilizing organizational commitment as a mediating variable. Research Methodology: The study utilized a quantitative design with 98 Generation Z employees at PT. XYZ, Kolaka Regency, underpinned by Social Exchange Theory. All data gathered via the Likert-scale questionnaire were subsequently evaluated using the Structural Equation Modeling-Partial Least Squares (SEM-PLS) approach operated through the SmartPLS application. Results: Based on the testing results, turnover intention correlates negatively yet insignificantly with work-life balance, whereas job satisfaction and organizational commitment demonstrate prominent negative impacts. Conversely, work-life balance and job satisfaction provide meaningful positive boosts to organizational commitment. Mediation analysis further reinforces that organizational affiliation significantly bridges the relationship between work-life balance or job satisfaction and turnover intention. These findings indicate that positive workplace experiences primarily sustain staff retention through strengthened institutional commitment rather than a direct reduction in the desire to leave. Conclusions: This study emphasize that job satisfaction and organizational commitment play a crucial role in curbing the desire of Generation Z employees to leave companies in the mining sector. Although the variable of work-life balance has not been able to directly reduce turnover intentions, its impact remains evidently significant when channeled through robust organizational commitment. Limitations: The primary limitation of this research lies in its scope, which is confined to a single mining company and a restricted set of variables included in the research model. Such conditions naturally narrow the generalizability of the findings and leave other elements influencing turnover intention unexplored for future research. Contributions: This study successfully enriches the literature on Generation Z work behavior within the extractive sector by demonstrating that organizational commitment acts as a critical mechanism connecting workplace experiences to employees' decisions to stay or leave.]]>
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