References

• 2015Turnover intention: the effects of core self-evaluations, proactive personality, perceived organizational support, developmental feedback, and job complexity100 cited
• 2024Impact of Green Work–Life Balance and Green Human Resource Management Practices on Corporate Sustainability Performance and Employee Retention: Mediation of Green Innovation and Organisational Culture56 cited
• 2024Understanding Generation Z: Work-Life Balance and Job Embeddedness in Retention Dynamics9 cited
• 2020EMPLOYEE ENGAGEMENT AS A MEDIATOR INFLUENCES OF WORK STRESS AND CAREER DEVELOPMENT TO TURNOVER INTENTION IN EMPLOYEE OFFICE OF PT PKSS CENTRAL OFFICE4 cited
• 2023PENGARUH PERCEIVED ORGANIZATIONAL SUPPORT DAN PERCEIVED ORGANIZATIONAL DIVERSITY TERHADAP TURNOVER INTENTION KARYAWAN YANG DI MEDIASI OLEH EMPLOYEE ENGAGEMENT PADA KARYAWAN IT DI PT. BANK XYZ4 cited
• 2024The Effect of Work-life Balance and Reward System on Turnover Intention with Employee Engagement as An Intervening Variable3 cited
• 2022PENGARUH PENGEMBANGAN KARIR DAN KOMPENSASI TERHADAP TURNOVER KARYAWAN DENGAN EMPLOYEE ENGAGEMENT SEBAGAI VARIABEL INTERVENING PADA PT. TELKOM AKSES YOGYAKARTA3 cited
• 2024Analysis of Career Development and Engagement on Gen Z Retention via Commitment in Jakarta Tech Companies2 cited
• 2024Employee Engagement Implementation for Prevent Employee Turnover in Transportation Company2 cited
• 2023Pengaruh Work-Life Balance, Pengembangan Karir dan Motivasi Terhadap Turnover Intention di PT. Petro Jasa Energi2 cited

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