Employee turnover remains a persistent challenge for organizations worldwide, with intention to leave recognized as its strongest predictor. Yet, the factors that shape employees’ withdrawal intentions continue to receive limited empirical attention. This study addresses this gap by surveying 56 Lebanese SMEs using a quantitative, empirical design. Guided by the job demands–resources framework, the research investigates how employee engagement and normative commitment interact to influence intention to leave. The results offer novel empirical evidence demonstrating that normative commitment significantly moderates the engagement–turnover intention relationship, ultimately diminishing employees’ intentions to quit. This study enhances understanding of the dynamics between employee engagement and normative commitment within Lebanese SMEs, especially amid the post-pandemic work context. The discussion outlines practical implications and methodological limitations, emphasizing the importance of reconsidering these findings in light of the evolving “new normal” following Covid-19. Overall, the study provides valuable insights for organizations seeking to mitigate employee turnover and highlights promising avenues for future research.
