Abstract: The performance of an organization is determined by the conditions and behavior of the company’s employees. The reality that often occurs is that a company’s performance can be disrupted, either directly or indirectly, by various employee behaviors that are difficult to prevent. One form of employee behavior is low employee engagement, which gives rise to turnover intention. This research aims to analyze the role of employee engagement in mediating the influence of Quality of Work Life and Rewards on turnover intention at the Astra Motor Teuku Umar Sales Office Denpasar. This research uses a quantitative design with the results of respondents’ answers to questionnaires as the main data. The population in this study were all Astra Motor Teuku Umar Sales Office Denpasar employees, totaling 65 people, namely 28 permanent employees and 37 contract employees. The sampling method used was total sampling. The main data analysis tool used in this research is structural equation modeling (SEM) with a partial least squares (PLS) modeling approach. The research results show that (1) Quality of Work Life has a positive and significant effect on employee engagement, (2) Reward has a positive but not significant effect on employee engagement, (3) Quality of Work Life has a positive but not significant effect on turnover intention, (4) Rewards have a positive but not significant effect on turnover intention and (5) employee engagement has a significant negative effect on turnover intention. It was also found that the employee engagement variable did not mediate the relationship between Quality of Work Life and Reward on turnover intention. For further research, it is recommended to use other methods in research using other variables that can explain employee engagement such as job attitude, job characteristics, demographics, stress levels, job satisfaction, leadership and others.

Keywords: employee engagement, turnover intention, quality of work life, reward