<![CDATA[Job insecurity is a well-established psychological stressor that increases employees’ turnover intention, yet little is known about whether this relationship differs across generational cohorts as work becomes increasingly digitalized. Because Millennials and Generation Z are reported to differ in their psychological adaptability to change and technology, this study tested whether generation (Millennials vs. Generation Z) moderates the effect of job insecurity on turnover intention among 371 employees working in organizations with digital work systems. Data were collected through online and paper-based questionnaires using the Job Insecurity Scale and the Turnover Intention Scale and were analyzed using Hayes’s moderation model with a bias-corrected bootstrap procedure (10,000 resamples). Job insecurity significantly predicted turnover intention (b = 0.419; p < .001; 95% CI [0.288, 0.540]; R² = .252). The interaction between job insecurity and generation was not statistically supported, as its confidence interval crossed zero (b = −0.165; 95% CI [−0.320, 0.002]), even though the associated p-value approached the conventional threshold (p = .045). A conditional effect analysis descriptively indicated a numerically larger coefficient for Millennials (b = 0.419; p < .001) than for Generation Z (b = 0.255; p < .001); however, because the interaction term was not significant, this descriptive difference should be interpreted with caution rather than as evidence of moderation. These findings confirm job insecurity as a robust predictor of turnover intention but do not provide statistical evidence that generational characteristics moderate this relationship. Organizations are nonetheless encouraged to consider generational context when designing retention strategies for an increasingly digital workplace.]]>
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