Why generation Z stays: The power of resilience and organizational commitment in reducing turnover intention

Diah Sofiah; Erlin Nur Puspasari

doi:10.26486/psikologi.v27i2.4463

Authors

Diah Sofiah Universitas 17 Agustus 1945 Surabaya
Erlin Nur Puspasari Universitas 17 Agustus 1945 Surabaya

DOI:

https://doi.org/10.26486/psikologi.v27i2.4463

Abstract

This study aims to examine the mediating role of organizational commitment in the relationship between resilience and turnover intention among Generation Z employees in Indonesia. Previous research have shows resilience directly reduces turnover intention, while others find this effect is mediated by work engagement. This inconsistency highlights the need to explore mediating mechanisms, such as organizational commitment, in the resilience-turnover intention relationship. The study involved 193 Gen Z employees from a multinational corporation, with data collected through established and reliable measures of resilience(α = .962), organizational commitment ( α=.921) and turnover intention (α= .871). Mediation analysis conducted using JASP software revealed that resilience significantly decreased turnover intention through the pathway of continuance commitment (Z = –3.709, p < .001). In contrast, affective and normative commitments did not demonstrate significant mediating effects. Drawing Upon Conservation of Resources (COR) Theory, these findings suggest that Generation Z employees’ retention is primarily driven by concerns over potential losses of valuable resources, such as financial stability and career development opportunities, rather than affective or normative attachments to the organization. This study underscores the critical role of organizational commitment as a mechanism for retaining Gen Z employees and highlight that retention strategies should prioritize on enhancing resource-based incentives and reducing perceived resource loss rather than solely fostering emotional or normative engagement

References

Akçin, K. (2023). The mediating effect of psychological resilience in the impact of increasing job insecurity with the pandemic, on organizational commitment and turnover intention. Kybernetes The International Journal of Cybernetics, Systems and Management Sciences, 52(7), 2416–2430. https://doi.org/https://doi.org/10.1108/K-08-2022-1126

Amacon, R. K., & Shatte, A. (2002). The Resilience Factor: 7 Keys To Finding Your Inner Strength And Overcome Life’s Hurdles. Broadway Books.

Cao, X., & Chen, L. (2021). The impact of resilience on turnover intention in dialysis nurses: The mediating effects of work engagement and compassion fatigue. Japan Journal of Nursing Science, 18(3). https://doi.org/10.1111/jjns.12414

Cascio, W. F., & Aguinis, H. (2011). Applied Psychology in Human Resource Management. NJ: Pearson.

Chen, C.-F. (2006). Job satisfaction, organizational commitment, and flight attendants’ turnover intentions: A note. Journal of Air Transport Management, 12(5), 274–276. https://doi.org/10.1016/j.jairtraman.2006.05.001

Cohen, J. W. (1997). Quantitative methods in psychology: a power primer. In Psychological Bulletin (pp. 155–159).

Cooke, F. L., Jiang, L., & Yip, W. M. (2016). The impact of organizational practices and resilience on turnover intention: Evidence from Chinese employees. Journal of Business Research, 69(9), 3471–3480.

Goh, E., & Lee, C. (2018). A workforce to be reckoned with: The emerging pivotal Generation Z hospitality workforce. International Journal of Hospitality Management, 73(February), 20–28. https://doi.org/10.1016/j.ijhm.2018.01.016

Han, E.-J., & Cai, L. (2024). Impact of Psychological Capital on Organizational Commitment and Turnover Intention: Evidence from Korean Flight Attendants. In Iran J Public Health (Vol. 53, Issue 7). https://creativecommons.org/licenses/by-nc/4.0/

Hanaty, C. (2022). The Impact of Workplace Values on Turnover Intention of Generation Z: The Case of Government Employees in Rabat. Revue Des Sciences Humaines et Sociales de l’Académie Du Royaume Du Maroc, 1(1), 63–80. https://doi.org/https://doi.org/10.34874/PRSM.shs-arm-vol1iss1.35459

Hobfoll, S. E. (1989). Conservation of Resources A New Attempt at Conceptualizing Stress.

Hobfoll, S. E. (2001). The influence of culture, community, and the nested-self in the stress process: Advancing conservation of resources theory. Applied Psychology, 50(3), 337–421. https://doi.org/10.1111/1464-0597.00062

Hobfoll, S. E., Halbesleben, J., Neveu, J. P., & Westman, M. (2018). Conservation of resources in the organizational context: The reality of resources and their consequences. Annual Review of Organizational Psychology and Organizational Behavior, 5, 103–128. https://doi.org/10.1146/annurev-orgpsych-032117-104640

Jung, J., Kim, B.-J., & Kim, M.-J. (2023). The effect of unstable job on employee’s turnover intention: The importance of coaching leadership. Frontiers in Public Health, 11. https://doi.org/10.3389/fpubh.2023.1068293

Lazzari, M., Alvarez, J. M., & Ruggieri, S. (2022). Predicting and explaining employee turnover intention. International Journal of Data Science and Analytics, 14(3), 279–292. https://doi.org/10.1007/s41060-022-00329-w

Lee, E., & De Gagne, J. C. (2022). The impact of resilience on turnover among newly graduated nurses: A 1‐year follow‐up study. Journal of Nursing Management, 30(5), 1295–1302. https://doi.org/10.1111/jonm.13613

Lub, X., Bijvank, M. N., Bal, P. M., Blomme, R., & Schalk, R. (2012). Different or alike?: Exploring the psychological contract and commitment of different generations of hospitality workers. International Journal of Contemporary Hospitality Management, 24(4), 553–573. https://doi.org/10.1108/09596111211226824

Luthans, F., Vogelgesang, G. R., & Lester, P. B. (2006). Developing the Psychological Capital of Resiliency. Human Resource Development Review, 5(1), 25–44. https://doi.org/10.1177/1534484305285335

Luthans, F., & Youssef, C. M. (2007). Emerging positive organizational behavior. Journal of Management, 33(3), 321–349. https://doi.org/10.1177/0149206307300814

Maria Niasty Hia, T., Widhiastuti, H., & Dewi, R. (2024). Understanding the Dynamics of Turnover Intention: The Role of Job Satisfaction Mediation in the Relationship Between Resilience, Job Security, and Leadership Memahami Dinamika Turnover Intention: Peran Mediasi Kepuasan Kerja Dalam Hubungan Antara Resiliensi, Keamanan Kerja, dan Kepemimpinan. Jurnal Ilmiah Psikologi, 12, 560–567. https://doi.org/10.30872/psikoborneo.v12i4

Meyer, J. P., & Allen, N. J. (1991). A Three-Component Conceptualization Of Organizational Commitment: Vol. 1 Number 1. JAI Press, Inc.

Mobley, W. H. (1977). Intermediate linkages in the relationship between job satisfaction and employee turnover. Journal of Applied Psychology, 62(2), 237–240. https://doi.org/10.1037/0021-9010.62.2.237

Moriarty, B. (2024, July). The “employer for life” trend [Postingan Blog]. Admiral Jobs (Admiral’s Official Blog). https://www.admiraljobs.co.uk/blog/2024-12/the-employer-for-life-trend

Natalia, F., Zamralita, Z., & Lie, D. (2024). The Role Of Psychological Capital And Job Resources On Work Engagement Among Generation Z Employees. Biopsikososial: Jurnal Ilmiah Psikologi Fakultas Psikologi Universitas Mercubuana Jakarta, 8(1), 25. https://doi.org/10.22441/biopsikososial.v8i1.23445

Ngebursian, R., Latupapua, Conchita. V., & Risambessy, A. (2024). The Effect of Work Environment, Work Ethic and Organizational Culture on Employee Performance. Jurnal Ilmiah Manajemen Kesatuan, 12(5), 2085–2096. https://doi.org/10.37641/jimkes.v12i5.2896

Paterson, T. A., Luthans, F., & Jeung, W. (2014). Thriving at work: Impact of psychological capital and supervisor support. Journal of Organizational Behavior, 35(3), 434–446. https://doi.org/10.1002/job.1907

Priporas, C. V., Stylos, N., & Fotiadis, A. K. (2017). Generation Z consumers’ expectations of interactions in smart retailing: A future agenda. Computers in Human Behavior, 77, 374–381. https://doi.org/10.1016/j.chb.2017.01.058

Schroth, H. (2019). Are you ready for gen Z in the workplace? California Management Review, 61(3), 5–18. https://doi.org/10.1177/0008125619841006

Shin, J., Taylor, M. S., & Seo, M. G. (2012). Resources for Change: The relationships of organizational inducements and psychological resilience to employees’ attitudes and behaviors toward organizational change. Academy of Management Journal, 55(3), 727–748. https://doi.org/10.5465/amj.2010.0325

Subagyo, T., Muftiyanto, T. N., & Windarko, W. (2024). Turnover Intention Among Generation Z Employees: The Mediating Role of Burnout in the Relationship Between Workload. https://doi.org/10.38035/dijms.v5i4

Twenge, J. M., Campbell, S. M., Hoffman, B. J., & Lance, C. E. (2010). Generational differences in work values: Leisure and extrinsic values increasing, social and intrinsic values decreasing. Journal of Management, 36(5), 1117–1142. https://doi.org/10.1177/0149206309352246

Vieira, J., & Gomes, C. (2024). Talent Management and Generation Z: A Systematic Literature Review through the Lens of Employer Branding. https://doi.org/10.3390/admsci

Zahari, S. N. S., & Puteh, F. (2023). Gen Z Workforce and Job-Hopping Intention: A Study among University Students in Malaysia. International Journal of Academic Research in Business and Social Sciences, 13(1), 902–927. https://doi.org/10.6007/IJARBSS/v13-i1/15540