PERAN JOB INSECURITY TERHADAP TURNOVER INTENTION PADA

KARYAWAN GEN Z DENGAN WORK ENGAGEMENT SEBAGAI

VARIABEL MEDIATOR

Muhammad Nur Ali Akbar

Karyawan Gen Z membawa perspektif baru di perusahaan dan akan

mendominasi perusahaan di Indonesia pada tahun 2025 dengan jumlah mencapai

77%, salah satu isu terkait Gen Z yaitu tingginya turnover intention. Penelitian

menganalisis apakah terdapat peran atau tidak antara job insecurity pada turnover

intention karyawan Gen Z dengan work engagement sebagai variabel mediator.

Penelitian ini merupakan penelitian kuantitatif dengan desain penelitian

menggunakan cross sectional. Penentuan sampel penelitian menggunakan non

probability sampling dengan jenis purposive sampling dengan karakteristik

karyawan Gen Z dan lama masa kerja minimal 1 tahun. Alat ukur yang digunakan

Job Insecurity Scale-8, Ultrecht Work Engagement Scale-9, dan Expanded

Multidimensional Turnover Intention Scale yang telah melalui proses adaptasi dan

penyesuaian aitem. Responden penelitian berjumlah 395 responden di Indonesia

(n=395). Analisis data menggunakan Macro Hayes Process untuk menguji peran

mediasi work engagement. Hasil penelitian menunjukkan bahwa job insecurity

berperan positif pada turnover intention, sedangkan work engagement tidak

berperan signifikan sebagai variabel mediasi antara job insecurity dan turnover

intention (β= -0.0455; BootLLCI=-0.2647; BootULCI = 0.1419) yang berarti

semakin tinggi job insecurity karyawan Gen Z, maka semakin tinggi turnover

intention meskipun terdapat work engagement didalamnya. Penelitian menemukan

bahwa work engagement bukan menjadi salah satu faktor tingginya job insecurity

dan turnover intention.

Kata Kunci: Karyawan Gen Z, Job Insecurity, Work Engagement, Turnover

Intention

THE ROLE OF JOB INSECURITY IN TURNOVER INTENTION AMONG GEN Z

EMPLOYEES: THE MEDIATING ROLE OF WORK ENGAGEMENT

Muhammad Nur Ali Akbar

Gen Z employees bring new perspectives to organizations and have been

projected to dominate Indonesia’s workforce by 2025, reaching 77% of the total

population. However, high turnover intention remains a key issue among this

group. This study examines the role of job insecurity in turnover intention among

Gen Z employees, with work engagement as a mediating variable. A quantitative

cross-sectional design was employed. The sample consisted of 395 Gen Z

employees in Indonesia with a minimum of one year of work experience, selected

using purposive sampling. Data were collected using the Job Insecurity Scale (JIS-

8), Utrecht Work Engagement Scale (UWES-9), and Expanded Multidimensional

Turnover Intention Scale (EMTIS), all of which were adapted for this study.

Mediation analysis was conducted using Hayes’ PROCESS Macro. Results indicate

that job insecurity has a significant positive relationship with turnover intention.

However, work engagement does not significantly mediate the relationship between

job insecurity and turnover intention (β = -0.0455, 95% CI [-0.2647, 0.1419]).

These findings suggest that the higher the job insecurity among Gen Z employees,

the higher their turnover intention, regardless of employees’ level of work

engagement. Therefore, it can be concluded that work engagement does not

function as a mediating mechanism in this relationship.

Keywords: Gen Z Employees, Job Insecurity, Work Engagement, Turnover

Intention