This study examines the impact of leadership style, organizational factors, and demographic characteristics on employee intention to leave, with job satisfaction as a moderating variable. Data were collected from 273 employees in Thailand and revealed that organizational commitment, tenure, work environment, gender, and transformational leadership are significant predictors of employee intention to leave. Job satisfaction moderates the effects of organizational commitment and tenure, reducing turnover intentions among committed and long-tenured employees. Unexpectedly, promotion opportunity positively correlates with turnover intentions, suggesting unique organizational dynamics. These findings emphasize the importance of fostering job satisfaction and re-evaluating promotion practices to improve employee retention.
