This study examines the mediating role of job satisfaction in the relationship between organisational factors and turnover intention among Royal Malaysia Police (RMP) officers. Specifically, the study investigates the effects of promotion system, organisational culture, organisational climate, and organisational citizenship behaviour on turnover intention through job satisfaction. A quantitative cross-sectional research design was employed using structured questionnaires distributed to 379 senior police officers from the Royal Malaysia Police. Data were analysed using Structural Equation Modelling (SEM) through AMOS version 27, while mediation effects were tested using the bootstrapping technique with a 95% bias-corrected confidence interval. The findings revealed that job satisfaction did not mediate the relationship between promotion system and turnover intention. However, job satisfaction partially mediated the relationship between organisational culture and turnover intention, while fully mediating the relationship between organisational citizenship behaviour and turnover intention. Although the indirect effect between organisational climate and turnover intention through job satisfaction was significant, the mediation effect should be interpreted cautiously due to the inconsistency of the direct effect. The study contributes to organisational behaviour and human resource management literature by demonstrating that job satisfaction functions selectively rather than universally as a mediating mechanism in explaining turnover intention among police officers. The findings provide practical implications for improving organisational management, retention strategies, and employee well-being within public security organisations.
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