Perceived Organizational Support and Career Development as Predictors of Turnover Intention through Employee Experience among Generation Y Employees

Andi Harmawan; Dewi Susita; Christian Wiradendi Wolor

doi:10.5281/zenodo.21644703

Authors

Andi Harmawan Faculty of Economics and Business, Master of Management Program, State University of Jakarta, Jakarta, Indonesia Author
Dewi Susita Faculty of Economics and Business, Master of Management Program, State University of Jakarta, Jakarta, Indonesia Author
Christian Wiradendi Wolor Faculty of Economics and Business, Master of Management Program, State University of Jakarta, Jakarta, Indonesia Author

DOI:

https://doi.org/10.5281/zenodo.21644703

Keywords:

Employee retention, millennial workforce, state-owned enterprise, construction industry, PLS-SEM

Abstract

This study aims to analyze the effect of Perceived Organizational Support (POS) and Career Development on Turnover Intention among Generation Y employees at an Indonesian state-owned construction enterprise, with Employee Experience serving as a mediating variable. The high rate of job mobility among young professionals in the construction sector highlights the necessity of managing organizational support and employee experience. A quantitative approach utilizing Partial Least Squares Structural Equation Modeling (PLS-SEM) processed via SmartPLS 4.0 was employed. The sample comprised 100 Generation Y employees selected through purposive sampling. The empirical results indicate that all direct hypotheses are statistically significant (p<0.05). Specifically, Perceived Organizational Support and Career Development exert a positive and significant impact on Employee Experience, while negatively and significantly influencing Turnover Intention. Furthermore, Employee Experience significantly reduces Turnover Intention. Mediation analysis confirms that Employee Experience acts as a partial mediator in the relationships between both Perceived Organizational Support and Career Development toward Turnover Intention. The coefficient of determination (R^2) reveals that the combined predictors account for 73.2% (R^2=0.732) of the variance in Turnover Intention, indicating a strong predictive capability. These findings underscore the imperative for state-owned enterprise (SOE) management to design a holistic employee experience and structured career pathways to retain Generation Y talent.

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