Email this article Modeling Affective Commitment and Job Satisfaction as A Mediating Role in Predicting Turnover Intention among Gen Z Employees
Abstract
This study investigated the impact of transformational leadership on Gen Z employees' intentions to leave their jobs. It used affective commitment and work satisfaction as mediating factors. The samples involved 300 Gen Z workers, aged 16 to 26, from various companies across five major Indonesian cities. This study employed a Likert scale questionnaire for data collection, and CFA and SmatPLS Version 22 were used for analysis. The findings demonstrated that transformational leadership significantly reduced the intention of turnover while also enhancing affective commitment and work satisfaction. Then, affective commitment had a strong negative influence on turnover intention. Contrary to job satisfaction, it had a substantial positive impact on turnover intention. Further analysis revealed that transformational leadership had a significant negative impact on turnover intention through affective commitment. Likewise, the influence of transformational leadership on turnover intention had a positive and significant impact if mediated by job satisfaction. An important contribution of this research found that contrary to general assumptions, especially for Gen Z employees, when transformational leadership is good and has a high level of job satisfaction, they will still have turnover intentions.
Keywords
Full Text:
PDFReferences
Abouraia, M. K., & Othman, S. M. (2017). Transformational Leadership, Job Satisfaction, Organizational Commitment, and Turnover Intentions: The Direct Effects among Bank Representatives. American Journal of Industrial and Business Management, 7(4), 404–423. https://doi.org/10.4236/ajibm.2017.74029
Achmad, L. I., Noermijati, Rofiaty, & Irawanto, D. W. (2023). Job Satisfaction and Employee Engagement as Mediators of the Relationship Between Talent Development and Intention to Stay in Generation Z Workers. International Journal of Professional Business Review, 8(1), e0814. https://doi.org/10.26668/businessreview/2023.v8i1.814
Agustiany, E. (2020). Pengaruh Kepemilikan Institusional, Kepemilikan Manajemen, Kebijakan Deviden, Perilaku Oportunistik dan Profitabilitas terhadap Nilai Perusahaan. JBTI: Jurnal Bisnis: Teori Dan Implementasi, 11(2).
Al-Ali, W., Ameen, A., Isaac, O., Khalifa, G. S. A., & Shibami, A. H. (2019). The mediating effect of job happiness on the relationship between job satisfaction and employee performance and turnover intentions: A case study on the oil and gas industry in the United Arab Emirates. Journal of Business and Retail Management Research, 13(04). https://doi.org/10.24052/JBRMR/V13IS04/ART-09
Alkarabsheh, O. H. M., Jaaffar, A. H., Wei Fong, P., Attallah Almaaitah, D. A., & Mohammad Alkharabsheh, Z. H. (2022). The relationship between leadership style and turnover intention of nurses in the public hospitals of Jordan. Cogent Business & Management, 9(1). https://doi.org/10.1080/23311975.2022.2064405
Anh Do, D., Diem Doan, Q., Khanh Vu, L., Thi Le, T., Minh Tran, N., & Linh Nguyen, G. (2023). Antecedents of turnover intention among Gen z in Vietnam: The mediating role of affective commitment. Cogent Business & Management, 10(3). https://doi.org/10.1080/23311975.2023.2267811
Annur, C. M. (2023a). 10 Negara dengan Jumlah Penduduk Terbanyak di Dunia Pertengahan 2023. Databoks. https://databoks.katadata.co.id/datapublish/2023/07/28/10-negara-dengan-jumlah-penduduk-terbanyak-di-dunia-pertengahan-2023
Annur, C. M. (2023b). Ini Faktor yang Membuat Gen Z Resign dari Tempat Kerja. Databoks. https://databoks.katadata.co.id/datapublish/2023/01/17/ini-faktor-yang-membuat-gen-z-resign-dari-tempat-kerja
Antón, C. (2009). The impact of role stress on workers’ behaviour through job satisfaction and organizational commitment. International Journal of Psychology, 44(3), 187–194. https://doi.org/10.1080/00207590701700511
Ardi, R., & Anggraini, N. (2023). Predicting turnover intention of indonesian millennials workforce in the manufacturing industry: a PLS-SEM approach. Industrial and Commercial Training, 55(1), 47–61. https://doi.org/10.1108/ICT-08-2021-0056
Bashir, B., & Gani, A. (2020). Testing the effects of job satisfaction on organizational commitment. Journal of Management Development, 39(4), 525–542. https://doi.org/10.1108/JMD-07-2018-0210
Bushra, F., Usman, A., & Naveed, A. (2011). Effect of Transformational Leadership on Employees’ Job Satisfaction and Organizational Commitment in Banking Sector of Lahore (Pakistan). International Journal of Business and Social Science, 2(18). https://doi.org/10.30845/ijbss
Chan, S. H. J., & Ao, C. T. D. (2019). The Mediating Effects of Job Satisfaction and Organizational Commitment on Turnover Intention, in the Relationships Between Pay Satisfaction and Work–Family Conflict of Casino Employees. Journal of Quality Assurance in Hospitality & Tourism, 20(2), 206–229. https://doi.org/10.1080/1528008X.2018.1512937
Chang, V., Mou, Y., Xu, Q. A., & Xu, Y. (2023). Job satisfaction and turnover decision of employees in the Internet sector in the US. Enterprise Information Systems, 17(8). https://doi.org/10.1080/17517575.2022.2130013
Chao, M. C., Jou, R. C., Liao, C. C., & Kuo, C. W. (2015). Workplace Stress, Job Satisfaction, Job Performance, and Turnover Intention of Health Care Workers in Rural Taiwan. Asia Pacific Journal of Public Health, 27(2), NP1827–NP1836. https://doi.org/10.1177/1010539513506604
Chen, M. F., Lin, C. P., & Lien, G. Y. (2011). Modelling job stress as a mediating role in predicting turnover intention. The Service Industries Journal, 31(8), 1327–1345. https://doi.org/10.1080/02642060903437543
Chen, X., Al Mamun, A., Hussain, W. M. H. W., Jingzu, G., Yang, Q., & Shami, S. S. A. Al. (2023). Envisaging the job satisfaction and turnover intention among the young workforce: Evidence from an emerging economy. PLOS ONE, 18(6), e0287284. https://doi.org/10.1371/journal.pone.0287284
Dewi, R. S., Dalimunthe, Z. B., & Nilasari, B. M. (2021). Knowledge Management, the Effects of Job Stress, Job Satisfaction, Organizational Commitment, and Workplace Bullying to Turnover Intention. Proceedings of the 4th International Conference on Research of Educational Administration and Management (ICREAM 2020). https://doi.org/10.2991/assehr.k.210212.083
Diko, T. K., & Saxena, S. (2023). Mediating Role of Employee Engagement with Transformational Leadership and Turnover Intention. Public Organization Review, 23(4), 1639–1660. https://doi.org/10.1007/s11115-023-00710-8
Dodanwala, T. C., & Santoso, D. S. (2022). The mediating role of job stress on the relationship between job satisfaction facets and turnover intention of the construction professionals. Engineering, Construction and Architectural Management, 29(4), 1777–1796. https://doi.org/10.1108/ECAM-12-2020-1048
Emery, C. R., & Barker, K. J. (2007). Effect of commitment, job involvement and teams on customer satisfaction and profit. Team Performance Management: An International Journal, 13(3/4), 90–101. https://doi.org/10.1108/13527590710759847
Ennis, M. C., Gong, T., & Okpozo, A. Z. (2018). Examining the Mediating Roles of Affective and Normative Commitment in the Relationship between Transformational Leadership Practices and Turnover Intention of Government Employees. International Journal of Public Administration, 41(3), 203–215. https://doi.org/10.1080/01900692.2016.1256894
Fazio, J., Gong, B., Sims, R., & Yurova, Y. (2017). The role of affective commitment in the relationship between social support and turnover intention. Management Decision, 55(3), 512–525. https://doi.org/10.1108/MD-05-2016-0338
Gessesse, K. T., & Premanandam, P. (2023). The mediating role of affective commitment on the relationship between job satisfaction and turnover intention using structural equation modeling: Empirical evidence from Higher Education Institutions in Addis Ababa, Ethiopia. Cogent Social Sciences, 9(1). https://doi.org/10.1080/23311886.2023.2202959
Ghozali, I., & Latan, H. (2015). Partial Least Square: Konsep, Teknik dan Aplikasi Management Menggunakan Program SmartPLS 3.0 untuk Penelitian Empiris. Badan Penerbit UNDIP.
Green, A. E., Miller, E. A., & Aarons, G. A. (2013). Transformational Leadership Moderates the Relationship Between Emotional Exhaustion and Turnover Intention Among Community Mental Health Providers. Community Mental Health Journal, 49(4), 373–379. https://doi.org/10.1007/s10597-011-9463-0
Gyensare, M. A., Anku-Tsede, O., Sanda, M.-A., & Okpoti, C. A. (2016). Transformational leadership and employee turnover intention. World Journal of Entrepreneurship, Management and Sustainable Development, 12(3), 243–266. https://doi.org/10.1108/WJEMSD-02-2016-0008
Gyensare, M. A., Kumedzro, L. E., Sanda, A., & Boso, N. (2017). Linking transformational leadership to turnover intention in the public sector. African Journal of Economic and Management Studies, 8(3), 314–337. https://doi.org/10.1108/AJEMS-07-2016-0099
Hair Jr, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2010). Multivariate Data Analysis (7th ed.). Pearson Prentice Hall.
Hair Jr, J. F., Sarstedt, M., Hopkins, L., & Kuppelwieser, V. G. (2014). Partial least squares structural equation modeling (PLS-SEM). European Business Review, 26(2), 106–121. https://doi.org/10.1108/EBR-10-2013-0128
Hakim, A. H. L., & Ibrahim, H. M. (2017). Transformational leadership and turnover intention: Mediating role of overall job satisfaction. Journal of Tourism, Hospitality & Culinary Arts (JTHCA), 9(2), 237–248.
Haque, A., Fernando, M., & Caputi, P. (2019). Responsible leadership, affective commitment and intention to quit: an individual level analysis. Leadership & Organization Development Journal, 40(1), 45–64. https://doi.org/10.1108/LODJ-12-2017-0397
Henseler, J., Ringle, C. M., & Sarstedt, M. (2015). A new criterion for assessing discriminant validity in variance-based structural equation modeling. Journal of the Academy of Marketing Science, 43(1), 115–135. https://doi.org/10.1007/s11747-014-0403-8
Hilton, S. K., Madilo, W., Awaah, F., & Arkorful, H. (2023). Dimensions of transformational leadership and organizational performance: the mediating effect of job satisfaction. Management Research Review, 46(1), 1–19. https://doi.org/10.1108/MRR-02-2021-0152
Huang, W.-R., & Su, C.-H. (2016). The mediating role of job satisfaction in the relationship between job training satisfaction and turnover intentions. Industrial and Commercial Training, 48(1), 42–52. https://doi.org/10.1108/ICT-04-2015-0029
Jiatong, W., Wang, Z., Alam, M., Murad, M., Gul, F., & Gill, S. A. (2022). The Impact of Transformational Leadership on Affective Organizational Commitment and Job Performance: The Mediating Role of Employee Engagement. Frontiers in Psychology, 13. https://doi.org/10.3389/fpsyg.2022.831060
Kafashpoor, A., Sadeghian, S., Shakori, N., & Kavoosi, S. (2014). e Impact of Job Stress on Turnover Intention Mediating role of Job Satisfaction and Affective Commitment; Case Study: Mashhad’s Public Hospitals. Applied Mathematics in Engineering, Management and Technology, 2(1), 96–102.
Laroche, M., Papadopoulos, N., Heslop, L. A., & Mourali, M. (2005). The influence of country image structure on consumer evaluations of foreign products. International Marketing Review, 22(1), 96–115. https://doi.org/10.1108/02651330510581190
Le, H., Lee, J., Nielsen, I., & Nguyen, T. L. A. (2023). Turnover intentions: the roles of job satisfaction and family support. Personnel Review, 52(9), 2209–2228. https://doi.org/10.1108/PR-08-2021-0582
Lee, Y. H., Woo, B., & Kim, Y. (2018). Transformational leadership and organizational citizenship behavior: Mediating role of affective commitment. International Journal of Sports Science & Coaching, 13(3), 373–382. https://doi.org/10.1177/1747954117725286
Lim, G. (2011). 68% of Indonesia’s employees willing to forgo higher salaries or job promotions for work-life balance: Michael Page. Michael Page. https://www.michaelpage.co.id/about-us/media-releases/68-indonesias-employees-willing-forgo-higher-salaries-work-life-balance
Madhura, S., Subramanya, P., & Balaram, P. (2014). Job satisfaction, job stress and psychosomatic health problems in software professionals in India. Indian Journal of Occupational and Environmental Medicine, 18(3), 153. https://doi.org/10.4103/0019-5278.146917
Mañas-Rodríguez, M.-Á., Díaz-Fúnez, P.-A., Llopis-Marín, J., Nieto-Escámez, F., & Salvador-Ferrer, C. (2020). Relationship between transformational leadership, affective commitment and turnover intention of workers in a multinational company / La relación entre liderazgo transformacional, compromiso afectivo e intención de rotación de los trabajadores en una comp. International Journal of Social Psychology: Revista de Psicología Social, 35(1), 100–115. https://doi.org/10.1080/02134748.2019.1682292
Manes, C., DiDona, T., & Zuniga, J.-P. (2018). The Family Friendly Factor: Key to Employee Satisfaction and Reduced Turnover. Organizational Cultures: An International Journal, 18(2), 1–13. https://doi.org/10.18848/2327-8013/CGP/v18i02/1-13
Matande, M., Thoyib, A., & Kurniawati, D. T. (2022). The effect of perceived organizational support and transformational leadership on turnover intention of health workers at Hospital X Mimika Regency Papua. International Journal of Research in Business and Social Science (2147- 4478), 11(6), 218–228. https://doi.org/10.20525/ijrbs.v11i6.1922
Mitchel, J. O. (1981). The Effect of Intentions, Tenure, Personal, and Organizational Variables on Managerial Turnover. Academy of Management Journal, 24(4), 742–751. https://doi.org/10.2307/256173
Naidoo, S., & Govender, K. K. (2022). Exploring the Relationship between Organizational Culture, Organizational Commitment and Performance in Commercial Banks in Two African Countries. International Review of Management and Marketing, 12(6), 64–76. https://doi.org/10.32479/irmm.13795
Ng, K. Y. N. (2023). Effects of servant leadership, affective commitment, and trust on knowledge sharing tendency in the financial industry. Knowledge Management Research & Practice, 21(6), 1052–1070. https://doi.org/10.1080/14778238.2022.2110004
Ohunakin, F., Adeniji, A. A., Oludayo, O. A., Osibanjo, A. O., & Oduyoye, O. O. (2019). Employees’ retention in Nigeria’s hospitality industry: The role of transformational leadership style and job satisfaction. Journal of Human Resources in Hospitality & Tourism, 18(4), 441–470. https://doi.org/10.1080/15332845.2019.1626795
Otache, I. (2019). Entrepreneurship education and undergraduate students’ self- and paid-employment intentions. Education & Training, 61(1), 46–64. https://doi.org/10.1108/ET-10-2017-0148
Otache, I., & Inekwe, E.-O. I. (2022). The relationship between job satisfaction, turnover intentions and performance of Nigerian polytechnic lecturers with doctorate degrees. Journal of Applied Research in Higher Education, 14(2), 762–783. https://doi.org/10.1108/JARHE-10-2020-0360
Otache, I., & Usang, O. U. E. (2022). Innovation capability and SME performance in times of economic crisis: does government support moderate? African Journal of Economic and Management Studies, 13(1), 76–88. https://doi.org/10.1108/AJEMS-08-2021-0362
Özkan, A. H. (2022). A meta-analysis of the variables related to turnover intention among IT personnel. Kybernetes, 51(4), 1584–1600. https://doi.org/10.1108/K-02-2021-0098
Peachey, J. W., Burton, L. J., & Wells, J. E. (2014). Examining the influence of transformational leadership, organizational commitment, job embeddedness, and job search behaviors on turnover intentions in intercollegiate athletics. Leadership & Organization Development Journal, 35(8), 740–755. https://doi.org/10.1108/LODJ-10-2012-0128
Qi, L., Chaudhary, N. I., Yao, K., Mirza, F., & Khalid, R. (2022). The moderating role of transformational leadership on the relationship between deviant workplace behaviors and employee turnover intentions in China. Frontiers in Psychology, 13. https://doi.org/10.3389/fpsyg.2022.1005055
Rizwan, M., Afzal Humayon, A., Usman Shahid, A., Qaiser Danish, R., Aslam, N., & Shahid, J. (2017). Antecedents of job turnover in educational sector of Pakistan. International Journal of Organizational Leadership, 6(1), 89–101. https://doi.org/10.33844/ijol.2017.60404
Schuler, R. S., & Jackson, S. E. (1987). Linking Competitive Strategies with Human Resource Management Practices. Academy of Management Perspectives, 1(3), 207–219. https://doi.org/10.5465/ame.1987.4275740
Sekaran, U., & Bougie, R. (2016). Research Methods for Business. Wiley & Sons Ltd.
Shafique, I., N. Kalyar, M., & Ahmad, B. (2018). The Nexus of Ethical Leadership, Job Performance, and Turnover Intention: The Mediating Role of Job Satisfaction. Interdisciplinary Description of Complex Systems, 16(1), 71–87. https://doi.org/10.7906/indecs.16.1.5
Shahsavan, M. R., & Safari, A. (2017). The Impact of Transformational Leadership on Turnover Intention: The Mediating Role of Affective Commitment. Journal of Economic & Management, 11(3), 1104–1111.
Singh, A. K., & Kumar, M. (2022). Analyzing the Relationship Between Psychological Biases and Initial Public Offerings Investment Decision-making in India. Management and Labour Studies, 47(4), 407–430. https://doi.org/10.1177/0258042X221106654
Statista. (2022). Why Generation Z employees would quit their jobs in the United States in 2022. https://www.statista.com/statistics/1359803/why-gen-z-would-quit-their-jobs-us/
Statistics Indonesia. (2020). Jumlah dan Distribusi Penduduk (Population Number and Distribution). https://sensus.bps.go.id/main/index/sp2020
Sun, R., & Wang, W. (2017). Transformational leadership, employee turnover intention, and actual voluntary turnover in public organizations. Public Management Review, 19(8), 1124–1141. https://doi.org/10.1080/14719037.2016.1257063
Tetteh, S., Wu, C., Opata, C. N., Asirifua Agyapong, G. N. Y., Amoako, R., & Osei-Kusi, F. (2020). Perceived organisational support, job stress, and turnover intention: The moderation of affective commitments. Journal of Psychology in Africa, 30(1), 9–16. https://doi.org/10.1080/14330237.2020.1722365
Torlak, N. G., Kuzey, C., Dinç, M. S., & Güngörmüş, A. H. (2021). Effects of ethical leadership, job satisfaction and affective commitment on the turnover intentions of accountants. Journal of Modelling in Management, 16(2), 413–440. https://doi.org/10.1108/JM2-04-2019-0091
Wickramasinghe, V. (2010). Impact of time demands of work on job satisfaction and turnover intention. Strategic Outsourcing: An International Journal, 3(3), 246–255. https://doi.org/10.1108/17538291011093820
Yang, J., Pu, B., & Guan, Z. (2019). Entrepreneurial Leadership and Turnover Intention in Startups: Mediating Roles of Employees’ Job Embeddedness, Job Satisfaction and Affective Commitment. Sustainability, 11(4), 1101. https://doi.org/10.3390/su11041101
DOI: https://doi.org/10.18196/jbti.v15i2.20881
Refbacks
- There are currently no refbacks.
This work is licensed under Attribution-NonCommercial-NoDerivatives 4.0 International