<![CDATA[Penelitian ini bertujuan: (1) Untuk menganalisis pengaruh perceived organizational of support, leader-member exchange, dan stres kerja terhadap employee engagement dan turnover intention; (2) Untuk Menganalisis pengaruh perceived organizational of support, leader-member exchange, dan stres kerja terhadap Turnover Intention dengan dimediasi oleh employee engagement.Penelitian ini merupakan penelitian eksplanatori dengan metode pengambilan sampel secara sensus terhadap 60 karyawan generasi Y di PT BPR Restu Artha Makmur Kota Semarang. Teknik pengumpulan data menggunakan kuesioner yang menggunakan skala likert 5 poin. Teknik analisis yang digunakan adalah regresi linear berganda.Hasil penelitian menunjukkan bahwa: (1) perceived organizational of support berpengaruh positif-signifikan terhadap employee engagement dan negatif-signifikan terhadap turnover intention; (2) leader-member exchange berpengaruh positif-signifikan terhadap employee engagement dan negatif-signifikan terhadap turnover intention; (3) stres kerja berpengaruh negatif-signifikan terhadap employee engagement dan positif-signifikan terhadap turnover intention; (4) employee engagement berpengaruh negatif-signifikan terhadap turnover intention; (5) employee engagement efektif dalam memediasi variabel perceived organizational of support, leader-member exchange, dan stres kerja terhadap turnover intention (R = 0,71; Sign = 0.00). This study aims: (1) To analyze the effect of perceived organizational of support, leader-member exchange, and job stress on employee engagement and turnover intention; (2) To analyze the influence of perceived organizational of support, leader-member exchange, and work stress on Turnover Intention with mediating employee engagement.This research is explanatory research with census sampling method to 60 Y generation employees at PT BPR Restu Artha Makmur Semarang City. Technique of collecting data using questionnaires using Likert scale 5 points. The analysis technique used is multiple linear regression.The results showed that: (1) perceived organizational of support positively-significant to employee engagement and negative-significant to turnover intention; (2) leader-member exchange has a significant positive effect on employee engagement and significant negatives to turnover intention; (3) Job Stress has significant effect on employee engagement and positive-significant to turnover intention; (4) employee engagement has a significant negative effect on turnover intention; (5) effective employee engagement in mediating perceived organizational of support, leader-member exchange, and work stress on turnover intention (R = 0.71; Sign = 0.00).]]>
