THE EFFECT OF ADAPTABILITY, WORKLOAD, AND COMPENSATION ON THE TURNOVER INTENTIONS OF GENERATION Z EMPLOYEES IN BALIKPAPAN CITY

Hamidah (Universitas Sangga Buana YPKP)
Kosasih (Universitas Sangga Buana YPKP)
Sumeidi Kadarisman (Universitas Sangga Buana YPKP)
Sobarna Kartamihardja (Universitas Sangga Buana YPKP)
Farida Yuliaty (Universitas Sangga Buana YPKP)

Multidiciplinary Output Research for Actual and International Issue (Morfai Journal)
Vol. 6 No. 6 (2026): Multidiciplinary Output Research For Actual and International Issue

This study examines the effects of adaptability, workload, and compensation on Generation Z employees' turnover intention in Balikpapan City, East Kalimantan. A quantitative explanatory survey was conducted involving 187 respondents selected through purposive sampling. Data were collected using a Likert-scale questionnaire and analyzed using multiple linear regression with IBM SPSS. Descriptive results indicate that adaptability was rated good (mean = 3.864), workload was relatively low (mean = 2.304), compensation was rated good (mean = 3.66), and turnover intention was low (mean = 2.205). Adaptability had no significant partial effect on turnover intention (t = 1.018; p = 0.310). Workload had a positive and significant effect (t = 6.672; p < 0.001), whereas compensation had a negative and significant effect (t = -4.327; p < 0.001). Simultaneously, the three predictors significantly explained turnover intention (F = 61.756; p < 0.001), with R² = 0.503. The findings highlight workload management and compensation design as central retention mechanisms for Generation Z employees, while adaptability appears to function more as a personal resource than as a direct determinant of turnover intention.