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Vol. 6 No. 1 (2026): March

Workplace Conditions and Organizational Commitment in Shaping Turnover Intention among Generation Z Employees

https://doi.org/10.35912/ahrmr.v6i1.3672
01 Apr 2026

Abstract

Purpose: This study examines the determinants of turnover intention among Generation Z employees in Indonesia and investigates the moderating role of organizational commitment in the relationship between job satisfaction and turnover intention

Research Methodology: A quantitative survey was conducted using an online questionnaire distributed to 258 Generation Z employees with 6–12 months of work experience across various sectors in Indonesia. Data were analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS) with SmartPLS 4.0, employing validated measurement scales from prior studies.

Results: The results indicate that work environment (? = –0.278, p = 0.000), work–life balance (? = –0.036, p = 0.049), job satisfaction (? = –0.421, p = 0.000), and organizational commitment (? = –0.129, p = 0.028) significantly reduce turnover intention. Conversely, workload (? = 0.024, p = 0.687) and salary satisfaction (? = 0.101, p = 0.265) show no significant effects. The moderating effect of organizational commitment on the relationship between job satisfaction and turnover intention is not significant (? = –0.011, p = 0.654).

Conclusions: Turnover intention among Generation Z is primarily influenced by work environment, work–life balance, job satisfaction, and organizational commitment

Limitations: The study is limited to early-career employees in Indonesia using cross-sectional data.

Contributions: It contributes to HRM literature by clarifying key retention factors and testing the moderating role of organizational commitment in a generational context.

Keywords

Generation Z Employees Organizational Commitment Turnover Intention Workplace Factors

How to Cite

Suyatno, A., & Rokhimah, R. (2026). Workplace Conditions and Organizational Commitment in Shaping Turnover Intention among Generation Z Employees. Annals of Human Resource Management Research, 6(1), 367–382. https://doi.org/10.35912/ahrmr.v6i1.3672

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Authors

1 . Agus Suyatno
Universitas Duta Bangsa Surakarta, Surakarta, Indonesia
2 . Rokhimah Rokhimah
Institut Agama Islam Negeri (IAIN) Sorong, Sorong, Indonesia

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Vol. 6 No. 1 (2026): March
Section: Articles
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