Turnover Intention Among Generation Z In West Borneo: The Role Of Grit, Perceived Organizational Support And Job Satisfaction
DOI:
https://doi.org/10.70963/jm.v1i4.264Keywords:
Grit, Desire to Change Jobs, Perception of Organisational Support, Job Satisfaction, Generation ZAbstract
This study aims to examine the influence of grit and perceived organizational support on job-hopping intention, with job satisfaction serving as a mediating variable among Generation Z employees in the retail sector of West Kalimantan. A quantitative research approach was employed, utilizing a survey method with purposive and snowball sampling techniques. The study involved 230 respondents aged 18–27 years, each with a minimum work tenure of six months. Data analysis was conducted using Structural Equation Modeling (SEM) with the assistance of SmartPLS 4 software. The findings indicate that grit and perceived organizational support do not have a direct and statistically significant effect on job-hopping intention. However, both grit and perceived organizational support significantly influence job satisfaction. Furthermore, job satisfaction has a significant effect on job-hopping intention and mediates the relationship between grit and perceived organizational support and job-hopping intention. These findings underscore the critical role of job satisfaction in reducing employees' intention to switch jobs and provide practical implications for human resource management, particularly in retaining Generation Z employees in the retail industry.
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