<![CDATA[Purpose – This study examines the relationship between job insecurity and turnover intention among Generation Z employees working under fully remote, predominantly remote, and hybrid arrangements in Indonesia, with job satisfaction and job embeddedness assessed as parallel mediators. Design/methodology/approach – A quantitative explanatory survey was conducted with 280 Generation Z employees across Indonesia, recruited through purposive and snowball sampling. The sample included workers with different levels of remote-work intensity. Data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS 4. Finding/Results – Respondents reported relatively low job insecurity (M = 2.07) and turnover intention (M = 1.98), together with high job satisfaction (M = 3.97) and job embeddedness (M = 3.98). Job insecurity was positively associated with turnover intention and negatively associated with both job satisfaction and job embeddedness. Job satisfaction and job embeddedness were negatively associated with turnover intention, and both carried significant indirect effects. Originality/Value – Job satisfaction and job embeddedness have each been identified as mechanisms linking job insecurity to withdrawal related outcomes, with previous multi wave research also highlighting the buffering role of job embeddedness. This study contributes by examining both variables as parallel and distinct mediators within a single model, distinguishing the affective pathway through job satisfaction from the relational and structural pathway through job embeddedness among Generation Z employees working fully remotely, predominantly remotely, or in hybrid arrangements in Indonesia, where physical separation from the organization may influence these two pathways differently.]]>
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