Abstract
This study aims to advance our understanding of remote working experiences by investigating leader-member exchange (LMX) and organizational trust as key antecedents of employees’ intentions to leave their companies when working remotely. A survey measuring the variables of suggested model was applied to 253 remote working professionals. Our findings reveal that organizational trust mediates the relationship between LMX and turnover intent and that FOMO moderates the relationship between LMX and turnover intent. Our study enriches our understanding of employees’ turnover intents by examining the impact of LMX and organizational trust, with a specific focus on employees who work remotely.