The Effect of Work Stress and Person Job Fit on Turnover Intention with Job Satisfaction as an Intervening Variable among Generation Z Employees in Jakarta

Abstract

Generation Z has become an increasingly important segment of the workforce; however, its high tendency toward job mobility presents significant challenges for employee retention. This study aims to examine the effects of work stress and person–job fit on turnover intention, with job satisfaction as an intervening variable among Generation Z employees at PT TIS in Jakarta. This study employed an explanatory quantitative approach with a cross-sectional design. Data were collected through an online questionnaire administered to 250 Generation Z employees selected using purposive sampling from a population of 667 employees. The data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS 4.0. The results demonstrate that work stress and person–job fit significantly affect turnover intention, while job satisfaction has a significant negative effect on turnover intention and serves as the strongest direct predictor of turnover intention. Work stress significantly decreases job satisfaction, whereas person–job fit emerges as the strongest determinant of job satisfaction. Furthermore, job satisfaction partially mediates the effects of work stress and person–job fit on turnover intention, with Variance Accounted For (VAF) values of 46.73% and 54.79%, respectively. The model explains 62.8% of the variance in turnover intention. This study concludes that strengthening job satisfaction, managing work stress, and enhancing person–job fit are essential strategies for reducing turnover intention among Generation Z employees.