Exploring Turnover Intention among Gen Z Employees: Job Stress and Perceived Alternative Job Opportunities
Abstract
Generation Z is known to have a high tendency to change jobs, so it is important to understand the factors that influence this intention. This study aims to identify the dominant factors that influence the intention to change jobs, both from internal work pressure and perceptions of external opportunities, particularly among Generation Z employees in Indonesia. This study uses a correlational quantitative approach with purposive sampling techniques, involving 181 respondents. The research instruments included the Turnover Intention Scale, Job Stress Scale, and PAJO Scale. The analysis was performed using multiple linear regression through Jamovi. The results show that the regression model is significant (p < 0.001; F = 105; R² = 0.542), indicating that Job stress and perceived alternatives job opportunities simultaneously contribute 54.2% to the variation in turnover intention. These findings show that internal pressures and external opportunities equally increase Generation Z's tendency to leave their jobs.
Generasi Z dikenal memiliki kecenderungan tinggi untuk berpindah pekerjaan, sehingga penting untuk memahami faktor-faktor yang memengaruhi niat tersebut. Penelitian ini bertujuan mengidentifikasi faktor yang memengaruhi niat berpindah kerja, baik dari tekanan kerja internal maupun persepsi terhadap peluang eksternal khususnya pada karyawan Generasi Z di Indonesia. Penelitian ini menggunakan pendekatan kuantitatif korelasional dengan teknik purposive sampling, melibatkan 181 responden. Instrumen penelitian meliputi Skala Niat untuk Meninggalkan Pekerjaan, Skala Stres Kerja, dan Skala PAJO. Analisis dilakukan menggunakan regresi linier berganda melalui Jamovi. Hasil penelitian menunjukkan bahwa model regresi signifikan (p < 0,001; F = 105; R² = 0.542), sehingga stres kerja dan persepsi peluang kerja alternatif secara simultan berkontribusi sebesar 54,2% terhadap variasi niat berpindah kerja. Temuan ini menunjukkan bahwa tekanan internal dan peluang eksternal sama-sama meningkatkan kecenderungan Generasi Z untuk meninggalkan pekerjaan.
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