Intention to stay is a commitment and intention of the employee to stay in an organization for a long time even though there is an opportunity to leave the organization, or even there are problems that occur in the organization. There are five research variables in this study they are employee empowerment, perceived organizational support, burnout, job satisfaction and intention to stay. The purpose of this study was to determine the partial effect of Employee Empowerment, perceived organizational support and burnout on job satisfaction, employee empowerment, perceived organizational support and burnout on intention to stay and job satisfaction with intention to stay. This research was included in qualitative associative research using Partial Least Square (PLS) analysis techniques. The subjects of this study were non government lecturers in Universitas Negeri Malang with the sampling method using Proportional Random Sampling method so that it was obtained for 101 samples. The results showed that (1) Employee Empowerment have positive and significant effect on job satisfaction, (2) perceived organizational support have a positive and significant effect on job satisfaction. (3) burnout has a negative and significant effect on job satisfaction. (4) job satisfaction has a positive and significant effect on intention to stay. (5) Employee empowerment has a positive and not significant effect on the intention to stay. (6) perceived organizational support have a negative and not significant effect on intention to stay. (7) burnout has a negative and significant effect on intention to stay. (8) employee empowerment has a positive and not significant effect on intention to stay through job satisfaction. (9) perceived organizational support have a positive and not significant effect on intention to stay through job satisfaction. (10) burnout has a negative and not significant effect on intention to stay through job satisfaction.
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