<![CDATA[This study aims to examine the influence of job satisfaction, Work-life balance, and job stress on Turnover intention of Generation Z workers in Ngawi Regency. This research is motivated by the high tendency of Turnover intention among Generation Z workers and the still limited empirical research examining the factors that influence Turnover intention in non-metropolitan areas. This study used a quantitative approach with a purposive sampling technique involving 100 Generation Z workers in Ngawi Regency. Data were collected through questionnaires and analyzed using multiple linear regression with the help of SPSS application. The results showed that job satisfaction, work-life balance, and job stress simultaneously had a significant effect on turnover intention. Partially, job satisfaction and work-life balance did not have a significant effect on Turnover intention, while job stress had a positive and significant effect and was the most dominant variable. The Adjusted R Square value of 0.377 indicates that the three independent variables were able to explain 37.7% of the variation in Turnover intention, while the remaining 62.3% was influenced by other factors outside the research model. These findings indicate that psychological factors, particularly work stress, play a greater role in shaping Turnover intention than job satisfaction and work-life balance among Generation Z workers in Ngawi Regency. These findings provide implications for human resource management practices, stating that managing work stress needs to be a priority to increase retention of Generation Z workers.]]>
