<![CDATA[Employees who plan to leave are costly for courier and cargo firms, since every resignation triggers new hiring and interrupts day-to-day operations. This article investigates how far job satisfaction and employee engagement shape the turnover intention of back office staff at PT Global Yimi Cargo, Tangerang Branch. The design is an explanatory quantitative survey. All 96 back office staff took part (saturated sampling) and completed a 30-item questionnaire on a five-point Likert scale. Once the instrument proved valid and reliable and the classical assumptions were met, the responses were processed with multiple linear regression in SPSS. Job satisfaction was found to lower turnover intention (t = -4.062; p = 0.000). Employee engagement, in contrast, showed no meaningful effect when tested on its own (t = 1.668; p = 0.099). Tested jointly, the two predictors remained meaningful (F = 9.062; p = 0.000), although the model accounted for only 14.5% of the variation in turnover intention. This pattern suggests that feeling satisfied with the job, rather than feeling energized by it, is what mostly keeps staff from leaving. Pay and promotion opportunities received the lowest ratings, so fixing compensation and career paths deserves first place in the retention program of the company.]]>
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