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Managing turnover is quite difficult these days. Organizations competing with each other to hire the best available employees. They also need to keep their best performers from leaving. That is why organizations should identify their employee intention to leave. This study examines the relationships among perceived organizational support (POS), job stress, and turnover intention among plantation employees in Irian Province. Operating in remote area and facing cultural differences organization has its own challenges to manage their human resources. A total of 117 participants from various jobs in one organization participated. Job stress was found to be a mediator of the POS and turnover intention relations. Surprisingly, we found no significant relation of POS and turnover intention. However, the study found a positive relation between POS and job stress while job stress and turnover found to had a negative relationship. Results of the study suggest that organizations should provide enough support for their employees in order to reduce the level of stress which then would decrease the intention to leave. Keywords—perceived organizational support; work stress;

Employee Turnover Intention: The role of perceived organizational support and stress