The Influence of Perceived Organizational Support and Meaningful Work on Turnover Intention Through Job Satisfaction as an Intervening Variable

In today’s competitive business environment, employee retention has become a critical challenge for organizations, especially among Generation Z workers who tend to seek meaningful and fulfilling work experiences. This study aims to examine the influence of Perceived Organizational Support and Meaningful Work on Turnover Intention, with Job Satisfaction serving as a mediating variable. The research focuses on Generation Z employees working in four Food & Beverage business units across the Greater Jakarta area. Using a quantitative approach, the study employed Structural Equation Modeling (SEM) with data collected from 223 respondents through a structured questionnaire distributed via Google Forms. The instrument was tested for validity and reliability, followed by data analysis using AMOS 26. The results show that Perceived Organizational Support and Meaningful Work both have significant positive effects on Job Satisfaction. Furthermore, Perceived Organizational Support has a significant negative effect on Turnover Intention, whereas the direct effect of Meaningful Work on Turnover Intention is not statistically significant. However, both Perceived Organizational Support and Meaningful Work significantly influence Turnover Intention indirectly through Job Satisfaction as a mediating variable. These findings highlight the importance of cultivating a supportive organizational culture and meaningful job roles to enhance employee satisfaction and reduce turnover intentions, especially among Gen Z employees. This research contributes theoretically to the understanding of HRM and organizational behavior and offers managerial insights for creating retention strategies tailored to the expectations of younger employees in the F&B industry.