<![CDATA[The high employee turnover rate is a challenge for companies in maintaining quality human resources. PT. X experienced an average turnover rate of 17.60% in the January–August 2025 period, which indicates an employee retention problem. One of the factors that influences turnover intention is job dissatisfaction. However, this influence can be different for each individual, so anchor stability is thought to play a role in strengthening or weakening the relationship between job dissatisfaction and turnover intention. This research aims to analyze the influence of job dissatisfaction on turnover intention, the influence of anchor stability on turnover intention, and examine the role of anchor stability in mediating the relationship between job dissatisfaction and turnover intention in PT employees. X. This research uses a quantitative approach with a population of 418 PT employees. X. The research sample consisted of 229 employees who were selected using purposive sampling techniques based on certain criteria. Data was collected through questionnaires and analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS) with the help of SmartPLS 3.2.8. The research results show that job dissatisfaction has a positive and significant effect on turnover intention (β=0.545; t=7.681; p=0.000), anchor stability (β=0.856; t=49.085; p=0.000), and turnover intention through anchor stability (β=0.260; t=4.183; p=0.000). Anchor stability also has a positive and significant effect on turnover intention (β=0.303; t=4.146; p=0.000). These findings prove that anchor stability acts as a mediating variable in the relationship between job dissatisfaction and turnover intention]]>
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