Penelitian ini dijalankan didasari atas permasalahan yang terjadi pada PT. XYZ yang sedang mengalami permasalahan mengenai tingginya tingkat turnover intention dari karyawan yang diduga terjadi karena employee empowerment dan psychological contract yang dimediasi oleh employee engagement. Jenis riset yang digunakan pada penelitin ini yaitu pengujian hipotesis atau testing hypothesis dengan dimensi waktu penelitian yang digunakan adalah cross sectional. Unit analisis dalam penelitian ini adalah karyawan pada PT. XYZ sejumlah 56 orang. Metode pengumpulan data yang digunakan adalah kuesioner dengan metode pengolahan data Partial Least Square. Hasil penelitian menunjukkan bahwa employee empowerment memiliki pengaruh yang positif dan signifikan terhadap employee engagement,  psychological contract memiliki pengaruh yang positif signifikan terhadap employee engagement, employee engagement memiliki pengaruh yang negatif dan signifikan terhadap turnover intention, employee empowerment tidak memiliki pengaruh signifikan terhadap turnover intention, psychological contract tidak memiliki pengaruh signifikan terhadap turnover intention, employee engagement dapat memediasi pengaruh employee empowerment terhadap turnover intention secara positif dan signifikan dan employee engagement dapat memediasi pengaruh psychological contract terhadap turnover intention secara positif dan signifikan.

Kata kunci: Employee empowerment, psychological contract, employee engagement, turnover intention.

This research was conducted based on problems that occurred in XYZ Firm who is experiencing problems regarding the high turnover intention rate of employees that allegedly occurred because of employee empowerment and psychological contract mediated by employee engagement. The type of research used is hypothesis testing or testing hypothesis with the dimensions of research time used is cross sectional. The analysis unit in this study is an employee at XYZ Firm numbered 56 people. The method of data collection used is a questionnaire with partial least square data processing method. The results showed that employee empowerment has a positive and significant influence on employee engagement, psychological contract has a significant positive influence on employee engagement, employee engagement has a negative and significant influence on turnover intention, employee empowerment does not have a significant influence on turnover intention, psychological contract has no significant influence on turnover intention, employee engagement can mediate the influence of employee empowerment on turnover intention positively and significantly and employee engagement can mediate the influence of psychological contract on turnover intention positive and significant.

Keywords: Employee empowerment, psychological contract, employee engagement, turnover intention, packaging and office supply industry.

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