Gen Z Employee Turnover Intention: The Role of Leadership, Work Environment, Compensation, and Organizational Commitment

Abstract

Turnover intention among Generation Z employees has become an important concern for companies because it may affect human resource stability and organizational productivity. This study aims to analyze the influence of leadership style, work environment, and compensation on turnover intention through organizational commitment among Generation Z employees at CV Satria Negara Purwakarta. This research uses a quantitative approach with a survey method. The population consists of all Generation Z employees at CV Satria Negara Purwakarta, totaling 84 respondents, with total sampling used as the sampling technique. Data were collected through questionnaires and analyzed using Structural Equation Modeling-Partial Least Squares (SEM-PLS). The results show that leadership style has a positive and significant effect on the work environment, while compensation has a positive and significant effect on organizational commitment. However, most relationships with turnover intention are not significant, and organizational commitment is unable to mediate the influence of leadership style, work environment, and compensation on turnover intention. This study recommends that the company strengthen compensation management, leadership practices, and the work environment, while future research may add other variables to develop a more comprehensive model.