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All Journal Jurnal Konseling dan Pendidikan Insight: Jurnal Ilmiah Psikologi
I Made Budiana
Universitas Tarumanagara
Education Social Sciences

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Workload and turnover intention among gen z bank empoyees: the moderating roles of flourishing and emotion regulation Prisca Yulina Prameswari; Rostiana Rostiana; I Made Budiana
Jurnal Konseling dan Pendidikan Vol. 13 No. 3 (2025): JKP
Publisher : Indonesian Institute for Counseling, Education and Therapy (IICET)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29210/1175700

Abstract

Digital transformation in the banking sector has intensified the responsibilities and pace of work, increasing workload among Generation Z employees and potentially heightening turnover intention. This study examined the relationship between workload and turnover intention, as well as the separate moderating roles of flourishing and emotion regulation. A correlational non-experimental design was used, employing Moderated Regression Analysis (MRA), with questionnaire and convenience sampling. Participants consisted of 226 Gen Z bank employees in Indonesia, aged 20–27 years, with a minimum of six months work experience. The results showed that workload was positively and significantly assosiated with turnover intention (r = 0.397; p < 0.05), both flourishing and emotional regulation have a significant negative relationship with turnover intention. Moderation analysis showed that flourishing (β = -0.395 p < 0.05) and emotion regulation (β = -0.308; p < 0.05) reduced the strength of the relationship between workload on turnover intention. The highest turnover intention was found among employees with high workload and low flourishing or emotion regulation. These findings supported the Job Demand-Control theory and emphasized the importance of psychological well-being and emotional skills in reducing turnover intention.
The Role of Leader-member Exchange in the Happiness at Work with Organizational Identification as a Mediator Jesica Haryono; Rostiana; I Made Budiana
Insight: Jurnal Ilmiah Psikologi Vol. 28 No. 2 (2026): AUGUST 2026
Publisher : Universitas Mercu Buana Yogyakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26486/psikologi.v28i2.4876

Abstract

This study investigates the mediating role of organizational identification in the relationship between leader–member exchange (LMX) and happiness at work in a multinational manufacturing company in Indonesia. The research was motivated by two issues: the relatively high turnover observed among employees with less than five years of service, often linked to poor supervisor support, and the lack of an integrated perspective that treats happiness at work as a comprehensive construct. Data were collected from 455 employees with a minimum tenure of one year using standardized questionnaires. Mediation analysis with bootstrapping was applied to test the proposed model. The findings show that high-quality leader–member exchange significantly and positively influences happiness at work. Moreover, organizational identification was found to partially mediate this relationship, suggesting that LMX foster happiness at work both directly and indirectly by strengthening employees’ sense of belonging to the organization. These results emphasize the critical role of supervisors as connectors between employees and the organization, capable of fostering identification and creating a more positive, engaging, and committed workforce. The study contributes a comprehensive perspective on happiness at work while offering practical insights for improving employee retention.
Co-Authors Jesica Haryono Prisca Yulina Prameswari Rostiana