Modeling Perceived Organizational Support, Orientation Toward Organization, and Well-Being in Enhancing Intention to Stay

High employee turnover is often considered an indication of un-derlying organizational issues. The employee withdrawal decision process emphasizes that job satisfaction has a direct influence on an employee's intention to stay or quit. This research aims to model how Perceived Organizational Support (POS), orientation toward the organization and work, and employee well-being enhance in-tention to stay. This research is an analytical observational study with a cross-sectional research design. This study was conducted at Private Hospital X in Surabaya from November to December 2024. The population of this study consists of all employees working at Hospital X in Surabaya. The study used simple random sampling. Independent variables are fairness, HR practices and work con-ditions, supervisor support, employee characteristics, autonomy, and POS. Dependent variables are orientation toward the orga-nization and work, employee well-being and intention to stay. Pri-mary data was obtained from Google Forms questionnaire. The data analysis in this study used the partial least squares (PLS). This study indicates that fairness, HR practices, work conditions, and super-visor support affect POS. POS indirectly affects employee well-being and intention to stay by first enhancing orientation toward the organization and work, which leads to employee well-being and ultimately to intention to stay. In addition to employee well-being, the variable that directly influences intention to stay is employee characteristics. The proposed model, comprising POS, orientation toward the organization and work, and employee well-being, demonstrates a 67.3% of fit in enhancing intention to stay.