<![CDATA[Employee turnover intention remains a concern for organizations seeking to retain their workforce, particularly among millennial employees whose expectations may differ from existing workplace practices. This study examines the effects of work environment and organizational culture on turnover intention among millennial employees at PT JM Group, Lemabang Branch, Palembang. A quantitative approach was employed, with data collected through questionnaires from 90 respondents. The data were analyzed using multiple linear regression, including partial (t-test) and simultaneous (F-test) significance testing. The findings show that work environment has a negative but statistically insignificant relationship with turnover intention (β = -0.225, p = 0.204). Organizational culture also exhibits a negative but statistically insignificant relationship with turnover intention (β = -0.153, p = 0.198). Furthermore, the simultaneous test indicates that the two independent variables do not significantly predict turnover intention (F = 2.254, p = 0.068). The coefficient of determination (R² = 0.070) indicates that the model explains 7% of the variation in turnover intention. These findings suggest that work environment and organizational culture alone do not sufficiently explain employees’ intentions to leave. Further research should examine other potential factors associated with turnover intention.]]>
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