<![CDATA[Turnover intention constitutes a critical concern for business organizations because employees’ intention to leave may generate workforce instability, particularly during periods of operational adjustment. This study aims to examine the effects of job insecurity, employee engagement, and perceived organizational support on turnover intention among employees of PT Johan Sentosa. A quantitative research design was employed involving 89 employees selected through saturated sampling. Data were collected through observation, documentation, interviews, and a five-point Likert-scale questionnaire. The data were analyzed using descriptive statistics, validity and reliability testing, classical assumption testing, multiple linear regression analysis, t-tests, an F-test, and the coefficient of determination, with the assistance of SPSS version 25. The findings indicate that job insecurity has a positive and significant effect on turnover intention, with a coefficient of 0.212 and a significance level of 0.024. Employee engagement has a negative and significant effect on turnover intention, with a coefficient of −0.196 and a significance level of 0.022. Similarly, perceived organizational support has a negative and significant effect on turnover intention, as indicated by a coefficient of −0.234 and a significance level of 0.002. Simultaneously, the three variables significantly affect turnover intention, as demonstrated by an F-value of 16.776 and a significance level of 0.000. The adjusted R-square value of 0.350 indicates that the model explains 35.0% of the variance in turnover intention, whereas the remaining 65.0% is attributable to other variables not included in the model.]]>
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