Article Per Year (5 Year)
p-Index From 2021 - 2026
0.408
P-Index
This Author published in this journals
All Journal JMAEKA: Jurnal Manajemen Ekonomi Akuntansi JURNAL MANAJEMEN DAN AKUNTANSI CAKRAWARTI
Irma Wahyuningsih
Universitas Pamulang
Humanities Economics, Econometrics & Finance

Published : 2 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 2 Documents
Search

 1 
Analisis Career FOMO, Kepuasan Kerja dan Stres Kerja Terhadap Keinginan Pindah Kerja Karyawan Generasi Z Di BFI Finance: Analysis of Career FOMO, Job Satisfaction and Work Stress on the Desire to Change Jobs of Generation Z Employees at BFI Finance Irma Wahyuningsih; Puput Tri Handayani; Ahmad Sahdeli; Alip Nur Sigit; Deni Adi Setiawan; Ismi Fauziah Ruslani; Muhammad Ridho; Rifkhan Rifkhan
Jurnal Mnajemen | Ekonomi | Akuntansi Vol 2 No 3 (2026): Juni 2026 - Agustus 2026
Publisher : CV Warnak Johanna Nusantara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.63921/jmaeka.v2i3.478

Abstract

Abstracts - This study aims to analyze the effect of Career FOMO, job satisfaction, and job stress on turnover intention among Generation Z employees at BFI Finance. Generation Z exhibits unique characteristics in perceiving careers, one of which is the increasing phenomenon of Career FOMO, defined as the fear of being left behind in professional development. This study is grounded in the Theory of Planned Behavior (TPB), which explains that behavioral intention is influenced by attitudes toward behavior, subjective norms, and perceived behavioral control. In this context, Career FOMO, job satisfaction, and job stress are positioned as factors shaping turnover intention. This study employs a quantitative approach using a survey method involving 100 Generation Z employees at the headquarters of BFI Finance in Serpong, BSD. Data were analyzed using multiple linear regression. The results indicate that Career FOMO, job satisfaction, and job stress simultaneously have a significant effect on turnover intention, with a contribution of 55.1%. Partially, Career FOMO and job stress have a positive effect on turnover intention, while job satisfaction has a negative effect. Career FOMO is identified as the most dominant factor influencing turnover intention among Generation Z employees. These findings provide practical implications for management in designing more effective employee retention strategies aligned with the psychological and career-related characteristics of Generation Z.
Peran Perencanaan Sumber Daya Manusia dalam Meningkatkan Retensi dan Mengurangi Turnover Karyawan : The Role of Human Resource Planning in Increasing Retention and Reducing Employee Turnover Laniyafi Rahili; Irma Wahyuningsih; Rani Sudrajat; Ajat Sudrajat; Ahmad Sahdeli
Jurnal Manajemen dan Akuntansi Cakrawarti Vol. 1 No. 4
Publisher : PT Cakrawarti Empat Proksi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.67183/jmac.v1i4.233

Abstract

Human resource planning is an important part of organizational management because it is related to workforce requirements, competency development, and the sustainability of human resources. One of the issues that needs to be considered in human resource planning is employee turnover, which can cause organizations to lose employees and create the need for recruitment and workforce adjustment. Therefore, employee retention is important to help organizations retain employees who have relevant competencies and contribute to organizational goals. This article aims to analyze the strategic role of human resource planning in improving employee retention and reducing employee turnover. The method used in this article is a literature review by examining various relevant sources related to human resource planning, turnover, retention, employee development, and workforce management strategies. The results of the literature review indicate that human resource planning not only functions to determine the number of employees needed, but also serves as a basis for developing competencies, providing career opportunities, preparing workforce requirements, and supporting employee retention strategies. Continuous human resource planning can help organizations anticipate workforce needs and reduce the risk of losing competent employees. Therefore, human resource planning needs to be integrated with employee retention strategies, employee development, and turnover anticipation to help organizations maintain the sustainability and quality of their human resources
Co-Authors Ahmad Sahdeli Ajat Sudrajat Alip Nur Sigit Deni Adi Setiawan Ismi Fauziah Ruslani Laniyafi Rahili Muhammad Ridho Puput Tri Handayani Rani Sudrajat RIFKHAN RIFKHAN