An Examination of Factors Influencing Turnover Intentions Among Generation Z Employees
Abstract
Introduction/Main Objectives: Gen-Z has started to take over the workforce both worldwide and in Indonesia. In particular, West Java and the city of Bandung have the highest numbers of Gen-Z workers and residents. Background Problems: However, challenges arise when Gen-Z workers frequently change jobs and move on from their positions. Novelty: This paper represents the first qualitative study investigating the factors that influence turnover intentions among Gen-Z employees in Bandung city. Research Methods: This research employs a qualitative and descriptive approach to provide a clear understanding of the causes or factors behind turnover intention, using interviews and observations. A total of 12 individuals from various industries in Bandung served as informants for this study. Finding/Results: 9 out of the 12 respondents interviewed reported experiencing more than one factor influencing their turnover intentions. These factors are interconnected, forming primary and secondary influences. The most common reasons driving Gen-Z employees desire to leave their jobs include heavy workloads linked to multiple job responsibilities, dissatisfaction with compensation, high work intensity, toxic work culture and leadership, and a lack of supportive work environment. Conclusion: This research aims to encourage companies to implement effective and suitable staffing practices. By analyzing job positions and creating clear job descriptions, companies can avoid overlapping responsibilities. Additionally, placing competent leaders can help prevent toxic work cultures and foster a supportive environment for Gen-Z employees, ultimately reducing their intention to leave the company.
References
Ambarwati (2023). Menavigasi Generasi Z: Tantangan bagi Manajemen SDM di Era Baru [Navigating Generation Z: Challenges for HR Management in a New Era]. Tarfomedia.
Aulia, S., Meilani, T., & Nabillah, Z. (2022). Strawberry Generation: Dilematis Keterampilan Mendidik Generasi Masa Kini [Strawberry Generation: The Dilemma of Educating Skills for Today's Generation]. Jurnal Pendidikan, 31(2), 237244. https://doi.org/10.32585/jp.v31i2.2485
Azhar, M. H. (2023). Pengaruh Work-Life Balance Terhadap Turnover Intention Dengan Kompensasi Sebagai Variabel Intervening Pada Pekerja Generasi Z di Kota Malang [The Influence of Work-Life Balance on Turnover Intention with Compensation as an Intervening Variable on Generation Z Workers in Malang City].
Bandung, B. P. S. K. (2024). Kependudukan dan MigrasiTabel StatistikBadan Pusat Statistik Kota Bandung [Population and MigrationStatistical TableCentral Statistics Agency of Bandung City]. Retrieved September 26, 2024, from https://bandungkota.bps.go.id/id/statistics-table?subject519
Bigliardi, B., Petroni, A., & Ivo Dormio, A. (2005). Organizational socialization, career aspirations and turnover intentions among design engineers. Leadership & Organization Development Journal, 26(6), 424441. https://doi.org/10.1108/01437730510617645
Databoks (2024). Jawa Barat Dikuasai Penduduk Muda, Kelompok Apa Saja? [West Java is Dominated by Young People, Which Groups?] | Retrieved September 26, 2024, from https://databoks.katadata.co.id/demografi/statistik/c75628bcf2f5e9d/jawa-barat-dikuasai-penduduk-muda-kelompok-apa-saja
Databoks (2024). Jawa Barat, Provinsi dengan Pencari Kerja Terbanyak pada 2023 [West Java, Province with the Most Job Seekers in 2023] | Retrieved September 26, 2024, from https://databoks.katadata.co.id/ketenagakerjaan/statistik/c091a4e04e85a5f/jawa-barat-provinsi-dengan-pencari-kerja-terbanyak-pada-2023
Deloitte Global (2022). Retrieved September 26, 2024, from https://www2.deloitte.com/content/dam/Deloitte/at/Documents/human-capital/at-gen-z-millennial-survey-2022.pdf
Dessler, G. (2020). Human resource management. Pearson.
Frone, M. R., Russell, M., & Cooper, M. L. (1992). Antecedents and outcomes of work-family conflict: Testing a model of the work-family interface. Journal of Applied Psychology, 77(1), 6578. https://doi.org/10.1037/0021-9010.77.1.65
Hennink, M., & Kaiser, B. N. (2022). Sample sizes for saturation in qualitative research: A systematic review of empirical tests. Social Science & Medicine, 292, 114523. https://doi.org/10.1016/j.socscimed.2021.114523
Jakmin. (2023, January 18). Alasan yang Membuat Gen Z Resign dari Tempat Kerja [Reasons Why Gen Z Resigns from Workplace]. Jakpat Responden Info. https://jakpat.net/info/alasan-yang-membuat-gen-z-resign-dari-tempat-kerja/
Kashfitanto, D. & Febriansyah, H. (2023). The Effect of Work Stress and Work Values on Turnover Intention of Generation Z Employees in Call Center Company (Case Study of PT ABC in Java, Indonesia). International Journal of Current Science Research and Review, 06(07). https://doi.org/10.47191/ijcsrr/V6-i7-13
Kupperschmidt, B. R. (2000). Multigeneration Employees: Strategies for Effective Management: The Health Care Manager, 19(1), 6576. https://doi.org/10.1097/00126450-200019010-00011
Lubis, B., & Mulianingsih, S. (2019). Keterkaitan Bonus Demografi Dengan Teori Generasi [The Relationship Between Demographic Bonus and Generation Theory]. Jurnal Registratie, 2136. https://doi.org/10.33701/jurnalregistratie.v1i1.830
Lum, L., Kervin, J., Clark, K., Reid, F., & Sirola, W. (1998). Explaining nursing turnover intent: Job satisfaction, pay satisfaction, or organizational commitment? Journal of Organizational Behavior, 19(3), 305320. https://doi.org/10.1002/(SICI)1099-1379(199805)19:3<305::AID-JOB843>3.0.CO;2-N
Matos, K., ONeill, O. (Mandy), & Lei, X. (2018). Toxic Leadership and the Masculinity Contest Culture: How Win or Die Cultures Breed Abusive Leadership. Journal of Social Issues, 74(3), 500528. https://doi.org/10.1111/josi.12284
Milosevic, I., Maric, S., & Lon?ar, D. (2020). Defeating the Toxic Boss: The Nature of Toxic Leadership and the Role of Followers. Journal of Leadership & Organizational Studies, 27(2), 117137. https://doi.org/10.1177/1548051819833374
Mobley, W. H. (1977). Intermediate linkages in the relationship between job satisfaction and employee turnover. Journal of Applied Psychology, 62(2), 237240. https://doi.org/10.1037/0021-9010.62.2.237
Muhtar. (2023, May 22). Mengenal 6 Macam Generasi di Indonesia Sesuai Tahun Lahir, Kamu Termasuk yang Mana? [Get to Know 6 Types of Generations in Indonesia According to Year of Birth, Which One Are You?] UICI. https://uici.ac.id/mengenal-6-macam-generasi-di-indonesia-sesuai-tahun-lahir-kamu-termasuk-yang-mana/
Nadiri, H., & Tanova, C. (2010). An investigation of the role of justice in turnover intentions, job satisfaction, and organizational citizenship behavior in hospitality industry. International Journal of Hospitality Management, 29(1), 3341. https://doi.org/10.1016/j.ijhm.2009.05.001
Permai, R. (2022). 22-09-35-Ebook-Turnover Intention. Retrieved September 26, 2024, from https://fliphtml5.com/xxglb/voug/22-09-35-Ebook-Turnover_Intention/
Priyono, A., & Tampubolon, S. (2023). Pengaruh Job Insecurity dan Beban Kerja terhadap Turnover Intention (Studi Kasus pada Karyawan Milenial dan Gen Z di Bank BJB Cabang Daan Mogot) [The Influence of Job Insecurity and Workload on Turnover Intention (Case Study on Millennial and Gen Z Employees at Bank BJB Daan Mogot Branch)]. Jurnal Manajemen Dan Bisnis Madani, 5(2), 1533. https://doi.org/10.51353/jmbm.v5i2.768
Putra, Y. S. (2017). Theoritical Review: Teori Perbedaan Generasi [Theoretical Review: Generational Differences Theory]. Among Makarti, 9(2). https://doi.org/10.52353/ama.v9i2.142
Ramdhani, H. (2021). Pengaruh Beban Kerja Dan Stress Kerja Terhadap Turnover Intention Karyawan Administrasi Pt. Sinar Gowa Sukses Kab [The Effect of Workload and Job Stress on Turnover Intention of Administrative Employees of PT. Sinar Gowa Sukses Kab].
Republika (2022). Menaker: Gen Z tak Punya Komitmen Bekerja Jangka Panjang [Minister of Manpower: Gen Z Has No Long-Term Work Commitment.]. (2022, January 12). Republika Online. https://republika.co.id/share/r5lb8m457
Strauss, W & Howe, N. (2015). Generations The History Of Americas Future, 1584 To 2069. Retrieved September 26, 2024, from http://archive.org/details/GenerationsTheHistoryOfAmericasFuture1584To2069ByWilliamStraussNeilHowe
Sulistiowati, S., & Komari, N. (2023). Supporting Factors of Tri Dharma Performance during Work from Home. Frontiers in Business and Economics, 2(1), 1018. https://doi.org/10.56225/finbe.v2i1.190
Tarwaka et al. (2004). Buku-Ergonomi [Ergonomics Book]. UNIBA Press.
Wenyan, Y., Arshad, M. A., & Chenshu, Y. (2024). The Impact of Human Resource Management Practices on Turnover Intention: A Literature Review. International Journal of Academic Research in Economics and Management Sciences, 13(1), Pages 254-271. https://doi.org/10.6007/IJAREMS/v13-i1/20867
Wibawanto, H. (2016). Generasi Z dan Pembelajaran di Pendidikan Tinggi [Generation Z and Learning in Higher Education].
Wibowo, F., Sosilowati, E., & Setiyawan, A. A. (2024). Fenomena turnover intention pada Generasi Z dalam revolusi industri 5.0 [The phenomenon of turnover intention in Generation Z in the industrial revolution 5.0]. Journal of Management and Digital Business, 4(2), 313325. https://doi.org/10.53088/jmdb.v4i2.1120
Copyright (c) 2024 Daniel Daniel, Regi Sanjaya
This work is licensed under a Creative Commons Attribution 4.0 International License.
