Managing Millennials or Losing Them?

<p>The study examines how Organizational Career Management (OCM) influences whether millennial employees in Indonesia’s public sector intend to leave, with Job Satisfaction (JS) and Employee Engagement (EE) serving as the link in between. As millennials become the primary workforce demographic, their career expectations—such as structured development pathways, advancement opportunities, and alignment with personal values—are reshaping organizational priorities, particularly in the public sector, where career systems are often rigid and standardized. Although previous studies have acknowledged the importance of career progression in affecting retention, few inquiries have explored the operation of OCM within the framework of a strictly regulated, hierarchical environment, such as government agencies. This study seeks to fill that gap by examining whether OCM activities can effectively reduce Turnover Intention (TI) through improved satisfaction and engagement. A quantitative explanatory research design was employed, utilizing data gathered via an online questionnaire directed at millennials aged <span style="color: rgb(1, 0, 0);">29</span> to <span style="color: rgb(1, 0, 0);">44</span> employed in public-sector institutions with a minimum of <span style="color: rgb(1, 0, 0);">1</span>,<span style="color: rgb(1, 0, 0);">000</span> permanent employees. Utilizing convenience sampling, <span style="color: rgb(1, 0, 0);">211</span> valid responses were obtained, satisfying the criteria for multivariate analysis. The data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS software. The outcomes are expected to offer practical recommendations for public-sector organizations aiming to improve their career management systems. When professional development programs are designed around millennial values, employees tend to feel more engaged and satisfied. This sense of fulfillment plays an important role in lowering turnover intentions, especially in workplaces that depend on stability and long-term dedication.</p>