The Effect Of Organizational Justice, Perceived Organizational Support, And Job Satisfaction On Turnover Intention Of Generation Z Employees In Cirebon City

Abstract

Turnover intention has long been a critical issue in various countries, particularly in Indonesia, as it represents a global phenomenon influenced by multiple factors. This study aims to examine the effect of organizational justice, perceived organizational support, and job satisfaction on turnover intention. The quantitative research presented focuses on the impact of organizational justice, perceived organizational support, and job satisfaction on turnover intention among Generation Z employees in Cirebon City. Hypotheses were tested using Structural Equation Modeling–Partial Least Squares (SEM-PLS) with SmartPLS 3 software. Questionnaires were distributed to 300 employee in Cirebon City through purposive sampling. The findings reveal that organizational justice has a significant influence on turnover intention. At the same time, job satisfaction does not significantly strengthen the effect of organizational justice on turnover intention nor the effect of perceived organizational support on turnover intention. To enhance the mediating role of job satisfaction, business practitioners should not merely view it as a sense of employee comfort but rather as a strategic approach to performance management and long-term retention.