PERAN JOB SATISFACTION SEBAGAI PEMEDIASI PENGARUH COMPENSATION, JOB STRESS DAN WORK LIFE BALANCE TERHADAP TURNOVER INTENTION

Abstrak

Tingginya turnover intention pada generasi Z menjadi tantangan bagi perusahaan karena dapat meningkatkan biaya rekrutmen, pelatihan, dan mengganggu keberlangsungan operasional organisasi. Penelitian ini bertujuan untuk menganalisis pengaruh compensation, job stress, dan work life balance terhadap turnover intention dengan job satisfaction sebagai variabel intervening pada generasi Z mahasiswa Universitas Semarang yang sudah bekerja. Penelitian ini didasarkan pada Social Exchange Theory (SET) yang menjelaskan bahwa hubungan antara karyawan dan organisasi terbentuk melalui pertukaran timbal balik yang saling menguntungkan. Penelitian ini menggunakan pendekatan kuantitatif dengan metode survei. Data diperoleh melalui penyebaran kuesioner kepada generasi Z mahasiswa Universitas Semarang yang telah bekerja. Analisis data dilakukan menggunakan Structural Equation Modeling (SEM) berbasis Partial Least Squares (PLS) dengan bantuan perangkat lunak SmartPLS 4. Variabel yang diteliti meliputi compensation, job stress, work life balance, job satisfaction, dan turnover intention. Hasil penelitian menunjukkan bahwa compensation berpengaruh positif dan signifikan terhadap job satisfaction serta berpengaruh negatif dan signifikan terhadap turnover intention. Job stress tidak berpengaruh signifikan terhadap job satisfaction, namun berpengaruh positif dan signifikan terhadap turnover intention. Work life balance berpengaruh positif dan signifikan terhadap job satisfaction, tetapi tidak berpengaruh negatif terhadap turnover intention sebagaimana hipotesis yang diajukan. Job satisfaction berpengaruh negatif dan signifikan terhadap turnover intention. Selain itu, job satisfaction terbukti memediasi secara parsial pengaruh compensation dan work life balance terhadap turnover intention, namun tidak mampu memediasi pengaruh job stress terhadap turnover intention. Temuan ini menunjukkan bahwa compensation merupakan faktor yang paling dominan dalam meningkatkan job satisfaction dan menurunkan turnover intention pada generasi Z.

High turnover intention among Generation Z employees has become a challenge for organizations because it increases recruitment and training costs while disrupting organizational sustainability. This study aims to analyze the effects of compensation, job stress, and work-life balance on turnover intention, with job satisfaction serving as an intervening variable among working Generation Z students at Universitas Semarang. The study is grounded in Social Exchange Theory (SET), which explains that employee–organization relationships are built upon reciprocal exchanges that create mutual benefits. This research employed a quantitative approach using a survey method. Data were collected through questionnaires distributed to working Generation Z students at Universitas Semarang. The data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS 4 software. The variables examined in this study were compensation, job stress, work-life balance, job satisfaction, and turnover intention. The results indicate that compensation has a positive and significant effect on job satisfaction and a negative and significant effect on turnover intention. Job stress does not significantly affect job satisfaction but has a positive and significant effect on turnover intention. Work-life balance has a positive and significant effect on job satisfaction but does not support the proposed negative relationship with turnover intention. Job satisfaction has a negative and significant effect on turnover intention. Furthermore, job satisfaction partially mediates the relationship between compensation and turnover intention as well as between work-life balance and turnover intention, but it does not mediate the relationship between job stress and turnover intention. These findings suggest that compensation is the most influential factor in enhancing job satisfaction and reducing turnover intention among Generation Z employees.