<![CDATA[In the digital era, managing the high mobility and adaptability of Generation Z employees is a critical organizational challenge. This study aims to analyze the effect of transformational leadership on adaptive performance and turnover intention, specifically examining the mediating role of organizational commitment among Gen Z employees at PT Sumber Inti Alam. Using a quantitative approach, data were collected via questionnaires from a saturated sample of 63 employees and analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS). The results demonstrate that transformational leadership positively and significantly impacts adaptive performance, organizational commitment, and turnover intention. Furthermore, organizational commitment successfully mediates the relationship between transformational leadership and both employee outcomes. Interestingly, the findings reveal a paradox: higher organizational commitment among Gen Z workers is associated with increased turnover intention, indicating that loyalty to a role or company does not inherently guarantee long-term retention for this demographic. Theoretically, these insights contribute to Social Cognitive Theory by clarifying how leadership and commitment drive the behavior of young professionals. Practically, the study implies that while fostering transformational leadership is essential, organizations must actively pair it with targeted retention strategies, clear career development pathways, and work-life balance initiatives to effectively reduce turnover among their Gen Z workforce.]]>
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