THE EFFECT OF ADAPTABILITY, WORKLOAD, AND COMPENSATION ON THE TURNOVER INTENTIONS OF GENERATION Z EMPLOYEES IN BALIKPAPAN CITY
Published:
2026-10-02Downloads
Abstract
This study examines the effects of adaptability, workload, and compensation on Generation Z employees' turnover intention in Balikpapan City, East Kalimantan. A quantitative explanatory survey was conducted involving 187 respondents selected through purposive sampling. Data were collected using a Likert-scale questionnaire and analyzed using multiple linear regression with IBM SPSS. Descriptive results indicate that adaptability was rated good (mean = 3.864), workload was relatively low (mean = 2.304), compensation was rated good (mean = 3.66), and turnover intention was low (mean = 2.205). Adaptability had no significant partial effect on turnover intention (t = 1.018; p = 0.310). Workload had a positive and significant effect (t = 6.672; p < 0.001), whereas compensation had a negative and significant effect (t = -4.327; p < 0.001). Simultaneously, the three predictors significantly explained turnover intention (F = 61.756; p < 0.001), with R² = 0.503. The findings highlight workload management and compensation design as central retention mechanisms for Generation Z employees, while adaptability appears to function more as a personal resource than as a direct determinant of turnover intention.
Keywords:
Adaptability Workloads Compensation Turnover Intention Generation ZReferences
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Copyright (c) 2026 Hamidah, Kosasih, Sumeidi Kadarisman, Sobarna Kartamihardja, Farida Yuliaty
This work is licensed under a Creative Commons Attribution 4.0 International License.
