The Effect of Work-Life Balance, Career Development, and Work Engagement on Turnover Intention Among Generation Z Employees in South Tangerang

Abstract

This study examines the influence of work-life balance, career development, and work engagement on turnover intention among Generation Z employees in South Tangerang City. A quantitative research approach was employed, using purposive non-probability sampling. The study involved 100 respondents who met the predetermined research criteria. Data were collected through a structured questionnaire and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS version 4.1.1.8. The findings reveal that work-life balance has a significant negative effect on turnover intention, as indicated by a path coefficient of -0.440. Likewise, career development has a significant negative influence on turnover intention, with a path coefficient of -0.194. In addition, work engagement is also found to have a negative and significant effect on turnover intention, with a path coefficient of -0.291. These results suggest that improvements in employees' work-life balance, career development opportunities, and work engagement are associated with a lower intention to leave the organization among Generation Z employees in South Tangerang City