Staying or Leaving? An Indonesian Perspective on Turnover Intention Among Gen Z Employees
Keywords:
Generation Z, Turnover Intention, Job Stress, Career Development, Workload, Compensation, Non-Physical Work Environment, Perceived Organizational Support, Organizational Commitment, Job Burnout, Job Insecurity, and Work-Life Balance.Abstract
Generation Z is expected to dominate Indonesia’s workforce in the coming years, bringing unique challenges for organizational management. This study analyzes factors influencing turnover intention among Generation Z employees in Indonesia, focusing on variables such as job stress, career development, workload, compensation, non-physical work environment, perceived organizational support, organizational commitment, job burnout, job insecurity, and work-life balance. Using a quantitative method with Exploratory Factor Analysis (EFA), data from 539 Generation Z respondents across 38 provinces in Indonesia were analyzed using IBM SPSS version 27. Findings reveal 26 factors influencing turnover intention, with perceived organizational support emerging as the most dominant, explaining 16.112% of the variance. The study highlights the importance of building a supportive and transparent work environment to retain young talent. Companies are encouraged to develop strategic human resource practices to reduce turnover intention and sustain business growth. Future studies should explore additional factors and apply broader sampling for generalization.
