Procedural Injustice and Turnover Intention Among Generation Z Employees: The Roles of Job Satisfaction and Gratitude
DOI:
https://doi.org/10.30872/vfxp4k73Keywords:
Generation Z, Gratitude, Job Satisfaction, Procedural Injustice, Turnover IntentionAbstract
Generation Z tends to make quicker decisions to seek alternative job opportunities if an organization fails to meet their expectations. This study aims to examine the relationship between perceived procedural injustice and turnover intention among Generation Z workers, with job satisfaction as a mediator and gratitude as a moderator. The study employed a quantitative cross-sectional design with 343 Generation Z workers in Indonesia and analyzed the data using SEM with Jamovi. The results of the study indicate that procedural injustice does not have a direct effect on turnover intention but is fully mediated by job satisfaction. Furthermore, gratitude moderates the relationship between procedural injustice and job satisfaction, such that high levels of gratitude actually amplify the negative impact of procedural injustice. These findings suggest that individuals with high levels of gratitude exhibit greater moral sensitivity to injustice, particularly in collectivist cultural contexts and among Generation Z, which emphasizes fairness, transparency, and shared values in the workplace.
Generasi Z akan cenderung lebih cepat mengambil keputusan untuk mencari alternatif kesempatan pada pekerjaan lain, jika organisasi gagal memenuhi ekspektasi mereka. Penelitian ini bertujuan menguji hubungan ketidakadilan prosedural dan intensi meninggalkan organisasi pada pekerja Generasi Z, dengan kepuasan kerja sebagai mediator dan gratitude sebagai moderator. Penelitian menggunakan pendekatan kuantitatif cross-sectional terhadap 343 pekerja Generasi Z di Indonesia dan dianalisis menggunakan SEM dengan Jamovi. Hasil penelitian menunjukkan bahwa ketidakadilan prosedural tidak berpengaruh langsung terhadap intensi meninggalkan organisasi, namun dimediasi secara penuh oleh kepuasan kerja. Selain itu, gratitude memoderasi hubungan antara ketidakadilan prosedural dan kepuasan kerja, dimana gratitude yang tinggi justru memperkuat dampak negatif ketidakadilan prosedural. Temuan ini menunjukkan bahwa individu dengan gratitude tinggi memiliki sensitivitas moral yang lebih kuat terhadap ketidakadilan, terutama dalam konteks budaya kolektivistik dan karakteristik Generasi Z yang menekankan keadilan, transparansi, dan kesesuaian nilai dalam lingkungan kerja.
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