Work Stress, Job Burnout, and Job Satisfaction as Predictors of Turnover Intention in Generation Z Employees
Abstract
Turnover intention has become one of the major challenges faced by organizations, particularly among Generation Z employees who exhibit more dynamic characteristics in the workplace. This study aims to analyze the effects of work stress, job burnout, and job satisfaction on turnover intention among Generation Z employees. A quantitative approach with a survey method was employed in this study. The sample consisted of 60 respondents selected using a purposive sampling technique. Data were collected through questionnaires and analyzed using multiple linear regression after passing validity, reliability, and classical assumption tests. The findings indicate that work stress, job burnout, and job satisfaction simultaneously have a significant effect on turnover intention, with a coefficient of determination (R²) of 0.481. Partially, work stress has no significant effect on turnover intention (p = 0.089), whereas job burnout has a positive and significant effect (p = 0.013). Meanwhile, job satisfaction has a negative and significant effect on turnover intention (p = 0.002). The findings suggest that job burnout is the most dominant factor contributing to turnover intention, while job satisfaction plays an important role in reducing employees' intention to leave the organization. These results provide practical implications for organizations in developing employee retention strategies, particularly for managing Generation Z employees.
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