T This study aims to examine the influence of job resources and organizational commitment on turnover intention, with employee engagement as a mediating variable among department store employees in jakarta. the research tests seven hypotheses involving both direct and indirect relationships within the modern retail industry context. a quantitative approach was employed using a survey method involving 200 employees from four major department stores in jakarta: matahari, sogo, lotte, and ramayana. purposive sampling was used with the criterion of a minimum six-month work experience. data were collected through questionnaires measuring four key variables using a 15 likert scale. data analysis was conducted using structural equation modeling (sem) with amos version 26 to test the structural model, and spss version 23 for descriptive analysis and instrument validity reliability testing. the findings indicate that only a limited number of the proposed hypotheses are empirically supported. job resources and organizational commitment are shown to have a significant positive effect on employee engagement in contrast, job resources, organizational commitment, and employee engagement do not have a significant influence on turnover intention: furthermore, employee engagement does not function as a mediating variable in the relationship between job resources and turnover intention, nor in the relationship between organizational commitment and turnover intention. however, five hypotheses were not supported, including the effects of job resources, organizational commitment, and employee engagement on turnover intention, as well as the mediating role of employee engagement. these results indicate that although job resources and organizational commitment enhance engagement, they are insufficient to reduce turnover intention in jakarta\\\'s retail industry.