<![CDATA[This study aims to examine the consequences of turnover intention (TOI) among Generation Z employees within the context of contemporary labor market dynamics using a Systematic Literature Review (SLR) approach. Unlike most prior studies that emphasize antecedents, this review specifically focuses on the impacts of TOI at both individual and organizational levels. A systematic search and screening process was conducted on peer-reviewed journal articles indexed in Scopus, published between 2019 and 2025, yielding 21 relevant studies for analysis. The synthesis reveals that TOI among Generation Z leads to various individual-level consequences, including emotional exhaustion, reduced work engagement, impaired well-being, and weakened career identity and orientation, and that these consequences cluster into five recurring patterns spanning emotional strain, disengagement, weakened attachment, career uncertainty, and psychological withdrawal. At the organizational level, TOI contributes to operational instability, low retention of young employees, increased recruitment and training burdens, and the erosion of organizational culture and psychological safety. These findings indicate that TOI is not merely an intention to leave, but an early-impact signal that generates tangible consequences before actual turnover occurs. Grounded in an integrated framework combining Conservation of Resources Theory, Affective Events Theory, and Construal Level Theory, this study contributes to the employment and human resource management literature by positioning TOI as an outcome-producing mechanism and by providing practical insights, including specific recommendations for HR practitioners and public labor policy makers, for managing workforce sustainability, particularly regarding Generation Z employees.]]>
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