The main objective of this study is to determine the effect of organizational culture and employee engagement on turnover intention mediated by job satisfaction, using a quantitative descriptive approach. The data in the study were obtained from 99 respondents who were employees with status permanent and have been selected using Proportionate Stratified Random Sampling. Data analysis in this study used an alternative method of structural equation modeling (SEM), namely partial least square (PLS). The first stage in this study was to test the validity of the questions for each variable along with its reliability. The second stage examines the relationship between organizational culture, employee engagement, and job satisfaction on turnover intention. The third stage examines the relationship between organizational culture and employee engagement to turnover intention through job satisfaction. The results of this study state that the variable of organizational culture have a negative and significant effect on turnover intention, employee engagement have a negative and significant effect on turnover intention, organizational culture has a positive and significant effect on job satisfaction, employee engagement have a positive and significant effect on turnover intention, Job satisfaction has a negative and significant effect on turnover intention. In the indirect relationship, organizational culture have a negative and significant effect on turnover intention through job satisfaction, then on the indirect relationship, the variable employee engagement has no effect on turnover intention through job satisfaction.

Keywords : Organizational Culture, Employee Engagement, Turnover Intention, Job Satisfaction