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All Journal Insight: Jurnal Ilmiah Psikologi International Journal of Research in Counseling
Puspasari, Erlin Nur
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The Mediating Role of Organizational Commitment in the Relationship Between Transformational Leadership and Turnover Intention Among Generation Z Puspasari, Erlin Nur; Diah Sofiah; Hetti Sari Ramadhani
International Journal of Research in Counseling Vol. 4 No. 1 (2025)
Publisher : Yayasan Minang Darussalam

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70363/ijrc.v4i1.273

Abstract

Human resources play a vital role in the sustainability of industries and organizations. As such, human resource management (HRM) is responsible for providing competent workforce, maintaining its quality, and managing labor costs efficiently. One of the key challenges faced by organizations today is the high turnover intention among employees particularly within Generation Z, which is known for having distinct characteristics and expectations compared to previous generations. This study aims to examine the influence of transformational leadership on turnover intention among Generation Z employees, with organizational commitment serving as a mediating variable. Data were collected through a survey involving 193 Generation Z employees working at Company ABC. The analysis was conducted using path analysis techniques. The results indicate a significant indirect effect of transformational leadership on turnover intention through organizational commitment, with a coefficient of -0.135. This suggests that transformational leadership can meaningfully reduce employees’ intention to leave, particularly when it fosters stronger commitment to the organization. Furthermore, the findings confirm that organizational commitment effectively mediates the relationship between transformational leadership and turnover intention. These insights offer valuable implications for organizational management in addressing turnover issues among Generation Z employees especially by cultivating a workplace environment that promotes transformational leadership development. Keywords: Turnover Intention, Kepemimpinan Transformasional, Organizational Commitment, Generasi Z
Why generation Z stays: The power of resilience and organizational commitment in reducing turnover intention Diah Sofiah; Puspasari, Erlin Nur
Insight: Jurnal Ilmiah Psikologi Vol. 27 No. 2 (2025): AUGUST 2025
Publisher : Universitas Mercu Buana Yogyakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 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
Co-Authors Diah Sofiah Hetti Sari Ramadhani, Hetti Sari