THE MEDIATING EFFECT OF WORK STRESS ON THE RELATIONSHIP BETWEEN WORK PASSION AND TURNOVER INTENTION OF GENERATION Z EMPLOYEES
Generations have been divided into many criteria based on the era that has passed, now is the era for Generation Z which dominates the world. Generation z are people born between 1995-2012 with their own character, namely digital nativity and a desire for meaningful work. With the range of birth yea...
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| Format: | Final Project |
| Language: | Indonesia |
| Online Access: | https://digilib.itb.ac.id/gdl/view/83039 |
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| Institution: | Institut Teknologi Bandung |
| Language: | Indonesia |
| Summary: | Generations have been divided into many criteria based on the era that has passed, now is the era for Generation Z which dominates the world. Generation z are people born between 1995-2012 with their own character, namely digital nativity and a desire for meaningful work. With the range of birth years for Generation Z, it means that Generation Z is already working and there are those who are just about to enter their respective career worlds. It can be seen that the stress level and turnover intention level in Generation Z is very high compared to other generations, especially millennials. This research aims to find out the relationship between work passion and turnover intention with the mediating variable work stress in Generation Z employees. Using a quantitative approach with a total of 278 Generation Z respondents aged 17-29 years who have worked for approximately 1 year at Indonesia. The survey was conducted using a Likert scale and processed using SPSS with the path analysis method. The results obtained from this research show that the work passion variable does influence turnover intention moderately significant so it should pass through the mediating work stress variable. For its influence, work passion has a negative correlation with work stress and turnover intention, while work stress has a positive correlation with turnover intention. By conducting this research, it is hoped that the results of this research can help provide recommendations to Generation Z individuals themselves for the future in looking for work also help companies retain Generation Z employees, and make the right choices to assign divisions when accepting Generation Z employees. |
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