Analisis Pengaruh Perceived Organization Support, Job Satisfaction, Job Involvement Terhadap Turnover Intention yang Dimediasi Oleh Affective Commitment Pada Karyawan Gen Z di Jawa Barat

Kania Auliza Hendradi (Manajemen Retail, Fakultas Ekonomi, Universitas Muhammadiyah Sukabumi)
Muhammad Khairul Amal (Manajemen Retail, Fakultas Ekonomi, Universitas Muhammadiyah Sukabumi)
Muh. Abdul Aziz (Manajemen Retail, Fakultas Ekonomi, Universitas Muhammadiyah Sukabumi)

Cantaka: Jurnal Ilmu Ekonomi dan Manajemen
Vol. 4 No. 3 (2026): Desember

This study aims to examine the influence of Perceived Organizational Support, Job Satisfaction, and Job Involvement on Turnover Intention, with Affective Commitment serving as a mediating variable among Generation Z employees in West Java. This research employed a quantitative approach using Structural Equation Modeling (SEM) with AMOS. The sampling technique used was purposive sampling, involving 140 Generation Z employees who met the research criteria. The results indicate that Perceived Organizational Support, Job Satisfaction, and Job Involvement have a positive and significant effect on Affective Commitment. Furthermore, Job Satisfaction and Job Involvement have a negative and significant effect on Turnover Intention. In contrast, Perceived Organizational Support and Affective Commitment do not have a significant direct effect on Turnover Intention. These findings suggest that enhancing organizational support, job satisfaction, and job involvement can strengthen employees' affective commitment. However, a higher level of affective commitment does not necessarily reduce Generation Z employees' intention to leave the organization. This study provides both theoretical and practical implications for organizations in developing effective employee retention strategies by improving job satisfaction, work involvement, and creating a supportive work environment that aligns with the characteristics of Generation Z.