This study aims to analyze the influence of Digital Transformational Leadership (DTL), Learning Organization (LO), Supportive Work Environment (SWE), and Organizational Commitment (OC) on Turnover Intention (TI) at PT XYZ. The respondents in this research were employees from Generation Z who work in the IT division and have a minimum of one year of work experience. Data were collected through a questionnaire using the judgemental sampling method, involving 172 respondents, exceeding the minimum sample size of 142 calculated using Krejcie & Morgan’s formula. The collected data were analyzed using Structural Equation Modeling (SEM) based on Partial Least Squares (PLS). The results indicate that Digital Transformational Leadership has a significant negative effect on Turnover Intention and a significant positive effect on both Learning Organization and Organizational Commitment. Learning Organization also has a significant negative effect on Turnover Intention and a significant positive effect on Organizational Commitment. Furthermore, Supportive Work Environment shows a significant negative effect on Turnover Intention and a significant positive effect on Organizational Commitment. These findings underscore the importance of digital transformational leadership, a culture of continuous learning, and a supportive work environment in enhancing organizational commitment and reducing turnover intention among young employees in the technology sector.