Compensation, Technology Use, Work Stress, and Organisational Commitment Towards Gen Z's Turnover Intention
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Dec 8, 2025
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This study examines the factors influencing turnover intention among Generation Z employees in Pangkalpinang, focusing on the roles of compensation, technology use, work stress, and organizational commitment. The rise of turnover among younger employees has created organizational instability, making it crucial to understand the determinants that shape their decision to remain or leave. Using a quantitative approach, data were collected from 110 Gen Z employees through a structured Likert-scale questionnaire, and the relationships among variables were analyzed using Partial Least Squares–Structural Equation Modeling (PLS-SEM). The findings show that work stress has a strong positive and significant effect on turnover intention, indicating that heightened psychological pressure directly increases employees’ desire to leave. Compensation and technology use significantly increase organizational commitment, yet neither variable shows a direct effect on turnover intention. Furthermore, organizational commitment does not mediate the influence of compensation, technology use, or work stress on turnover intention, suggesting that commitment is not a decisive psychological mechanism for employee retention among Generation Z. The study highlights the need for organizations to prioritize stress management, digital support systems, and workplace well-being strategies to reduce turnover. Future research is recommended to examine additional psychological and contextual variables that may better explain retention among younger workers
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This work is licensed under a Creative Commons Attribution 4.0 International License.
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Herdiansyah, S., Suhardi, & Firdaus, R. (2025). Compensation, Technology Use, Work Stress, and Organisational Commitment Towards Gen Z’s Turnover Intention. MANDAR: Management Development and Applied Research Journal, 8(1), 77-92. https://doi.org/10.31605/mandar.v8i1.5917
References
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Arta, D. N. C., Pabendon, T., Sandy, S., Anwar, M. A., & Taime, H. (2023). Analisis hubungan antara stres kerja dan lingkungan kerja dengan turnover intention: Literatur review. Costing, 6(2), 1406–1417. https://doi.org/10.31539/costing.v6i2.5417
Bao, Y., Zhang, X., & Hua, M. (2024). Relating technostress and turnover intention: A three-wave study. Journal of Computational Information Systems. https://doi.org/10.1080/08874417.2024.2316638
Constantinides, E., & Quercia, D. (2022). Technological adaptation and workplace resistance: Understanding the digital employee experience. Journal of Digital Economy, 4(2), 115–128.
Davis, F. D. (1989). Perceived usefulness, perceived ease of use, and user acceptance of information technology. MIS Quarterly, 13(3), 319–340. https://doi.org/10.2307/249008
Devi, B. S. N., & Haque, M. I. U. (2023). Impact of information technology on organizational commitment and job satisfaction. 1–7. https://doi.org/10.1109/ictbig59752.2023.10456086
Elshifa, A., Anjarini, A. D., & Kharis, A. J. (2020). Pengaruh quality of work life dan penggunaan teknologi informasi terhadap perilaku kerja inovatif dosen yang dimediasi komitmen organisasi. Economicus, 13(2), 189–200. https://doi.org/10.47860/economicus.v13i2.177
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Hair, J. F., Hult, G. T. M., Ringle, C. M., & Sarstedt, M. (2021). A primer on partial least squares structural equation modeling (PLS-SEM) (3rd ed.). Sage Publications.
Haniyah, I., Azazi, A., Marumpe, D. P., Daud, I., & Irdhayanti, E. (2025). Pengaruh lingkungan kerja non fisik, kompensasi, beban kerja terhadap turnover intention Gen Z. Mutiara: Jurnal Ilmiah Multidisiplin Indonesia, 3(2), 133–152. https://doi.org/10.61404/mutiara.v3i2.405
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Irianto, O., Mattulada, A., & Muliati, M. (2025). Organizational commitment as a mediator in managerial performance of regional apparatus in Papua. Lex Localis, 23(S5), 1996–2007. https://doi.org/10.52152/801521
Jumani, A., & Putra, D. W. (2024). The role of job stress on turnover intention among millennial employees. Jurnal Manajemen, 11(2), 98–112.
Laksmana, A. C., & Kristanto, H. (2023). Compensation, perceptions of organizational culture, and turnover intention: Does organizational commitment mediate the relationship? https://doi.org/10.14414/jebav.v26i1.3478
Mahlasela, S., & Chinyamurindi, W. T. (2020). Technology-related factors and their influence on turnover intentions: A case of government employees in South Africa, 86(3). https://doi.org/10.1002/isd2.12126
Matondang, R. A. S., Lumbanraja, P., & Siahaan, E. (2023). The role of organizational commitment in mediating the effect of employee well-being and workload on employee performance. https://doi.org/10.46729/ijstm.v4i5.913
Mohd Noor, N. A., Vahdati, S., Mah, P. Y., & Chuah, F. (2024). The influence of job stress on organizational commitment among workers in the palm oil industry: Does job satisfaction matter? Global Business Review. https://doi.org/10.1177/09721509241252499
Mukarrom, T. S. J., Karnati, N., & Listyasari, W. D. (2017). Hubungan antara kompensasi dengan komitmen organisasi guru sekolah menengah pertama swasta. Improvement, 4(1), 44–51. https://doi.org/10.21009/improvement.v4i1.1810
Mustika, R. A. C., & Maksum, I. (2025). Organizational commitment as a mediation between work discipline and organizational culture on employee performance. Golden Ratio of Human Resources Management, 5(2), 476–487. https://doi.org/10.52970/grhrm.v5i2.1135
Nami, N. P. S., & Prianthara, I. B. T. (2024). Analysis key variables and Generation Z turnover intention scenarios: MICMAC and Bayesian Network approaches. Jurnal Bisnis, 15(3), 320–342. https://doi.org/10.18196/jbti.v15i3.24821
Nur, S. A., Harsono, S., & Prawitowati, T. (2024). Peran komitmen organisasi sebagai pemediasi hubungan antara kompensasi, motivasi, dan kinerja pegawai. Journal of Business and Banking, 14(1), 149–167. https://doi.org/10.14414/jbb.v14i1.4447
Priyono, B. (2023). Compensation and job characteristics affect organizational commitment with work environment moderation. Jenius, 6(3), 585. https://doi.org/10.32493/jjsdm.v6i3.29875
Putri, D. A., & Suryani, N. L. (2021). Pengaruh stres kerja dan kepuasan kerja terhadap turnover intention pada karyawan generasi Z di era digital. Jurnal Manajemen dan Kewirausahaan Indonesia, 10(2), 145–156. https://doi.org/10.21009/jmki.10.2.05
Rahman, T., & Prasetyo, A. (2023). Generational shift in organizational commitment: Evidence from Indonesian Gen Z employees. Jurnal Psikologi dan Manajemen, 8(1), 45–59.
Rahmawati, N., & Nugroho, A. (2022). Pengaruh kompensasi, lingkungan kerja, dan kepuasan kerja terhadap turnover intention dengan komitmen organisasi sebagai variabel mediasi. Jurnal Ilmu Manajemen Terapan, 4(3), 201–212. https://doi.org/10.32528/jimt.v4i3.2071
Ramadhani, S. D., Sijabat, R., & Akbar, S. (2025). Pengaruh work-life balance dan beban kerja terhadap turnover intention melalui stres kerja karyawan. Jurnal Manajemen Kewirausahaan dan Teknologi, 2(3), 11–19. https://doi.org/10.61132/jumaket.v2i3.724
Riamanda, I., Zhang, Y., & Yazid, S. (2025). Predicting turnover intention among Generation Z based on psychosocial work environment factors. Jurnal Ilmiah Psikologi Terapan, 13(2), 139–150. https://doi.org/10.22219/jipt.v13i2.41256
Robberts, M. E., van der Poll, J. A., & Engelbrecht, K. (2020). The impact of task-technology fit on the organisational commitment of mobile knowledge workers in South Africa. South African Institute of Computer Scientists and Information Technologists, 110–117. https://doi.org/10.1145/3410886.3410897
Robbins, S. P., & Judge, T. A. (2019). Organizational behavior (18th ed.). Pearson.
Sari, M. D., & Utami, H. (2023). Influence of technology acceptance and organizational support on employee retention among Generation Z. Journal of Business and Management Studies, 5(1), 87–96. https://doi.org/10.1234/jbms.v5i1.1098
Soleha, D. A., & Musoli, M. (2024). The role of organizational commitment in mediating the influence of self-efficacy and work-life balance on organizational citizenship behavior. International Journal of Economics and Business Issues, 3(1), 22–33. https://doi.org/10.59092/ijebi.vol3.iss1.42
Suhardi, D., & Oktari, R. (2024). Pengaruh kompensasi dan work-life balance terhadap turnover intention pada karyawan generasi muda. Jurnal Sumber Daya Manusia, 12(3), 233–246.
Suharyadi, R., & Putra, A. P. (2024). The role of work stress in mediating the effect of compensation and workload on turnover intention. International Journal of Human Resource Studies, 14(2), 52–68. https://doi.org/10.5296/ijhrs.v14i2.21985
Thakur, P., & Saxena, C. (n.d.). From technostress to turnover. https://doi.org/10.4018/979-8-3693-6402-4.ch004
Wadhawan, C., Mishra, M., & Garg, K. (2018). A study of relationship between compensation and organizational commitment in pharmaceutical sector. 1, 7–12. https://research.ijcaonline.org/icaet2017/number1/ICAET2017003.pdf
Wijaya, A., & Handayani, T. (2020). Pengaruh penerapan teknologi digital terhadap produktivitas dan komitmen organisasi karyawan generasi Z. Jurnal Ekonomi dan Manajemen Modern, 8(1), 25–37. https://doi.org/10.23960/jemm.v8i1.45
Wijaya, I. M. A., Riana, I. G., & Suwandana, I. G. M. (2024). The relation between job stress, job satisfaction and organizational commitment. Journal of Economics, Finance and Management Studies. https://doi.org/10.47191/jefms/v7-i4-29
Wilujeng, R. J., & Prawitowati, T. (2025). Pengaruh kepuasan kerja terhadap intensi turnover dimediasi oleh quiet quitting. Revitalisasi: Jurnal Ilmu Manajemen, 14(1), 180. https://doi.org/10.32503/revitalisasi.v14i1.6748
Yuliana, E., & Hartono, B. (2025). Understanding turnover intention among Generation Z employees: The mediating role of organizational commitment. Asian Journal of Organizational Behavior, 7(1), 33–49. https://doi.org/10.5281/zenodo.1234567
Yuniasanti, R., Sandiasih, K. M., Anggraeni, D. S., Prahara, S. P. S. A., & Hamzah, H. (2024). Work stress dan turnover intention pada karyawan milenial: Peran mediasi supervisor support. https://doi.org/10.30996/persona.v12i1.9385
Al Ateeq, A. M., Abro, Z., Milhem, M., & Alzoraiki, M. (2024). Work stress and organizational commitment: A case study of Al Wisam International School in the Kingdom of Bahrain (pp. 359–374). Springer International Publishing. https://doi.org/10.1007/978-981-99-7798-7_30
Allen, N. J., & Meyer, J. P. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1(1), 61–89. https://doi.org/10.1016/1053-4822(91)90011-Z
Arcite, J. P. (2025). A descriptive correlational study on the relationship of occupational stress and organizational commitment among teachers: Basis for faculty development. 45(7), 909–916. https://doi.org/10.70838/pemj.450710
Arta, D. N. C., Pabendon, T., Sandy, S., Anwar, M. A., & Taime, H. (2023). Analisis hubungan antara stres kerja dan lingkungan kerja dengan turnover intention: Literatur review. Costing, 6(2), 1406–1417. https://doi.org/10.31539/costing.v6i2.5417
Bao, Y., Zhang, X., & Hua, M. (2024). Relating technostress and turnover intention: A three-wave study. Journal of Computational Information Systems. https://doi.org/10.1080/08874417.2024.2316638
Constantinides, E., & Quercia, D. (2022). Technological adaptation and workplace resistance: Understanding the digital employee experience. Journal of Digital Economy, 4(2), 115–128.
Davis, F. D. (1989). Perceived usefulness, perceived ease of use, and user acceptance of information technology. MIS Quarterly, 13(3), 319–340. https://doi.org/10.2307/249008
Devi, B. S. N., & Haque, M. I. U. (2023). Impact of information technology on organizational commitment and job satisfaction. 1–7. https://doi.org/10.1109/ictbig59752.2023.10456086
Elshifa, A., Anjarini, A. D., & Kharis, A. J. (2020). Pengaruh quality of work life dan penggunaan teknologi informasi terhadap perilaku kerja inovatif dosen yang dimediasi komitmen organisasi. Economicus, 13(2), 189–200. https://doi.org/10.47860/economicus.v13i2.177
Esposito, T. G., Adouni, H., Afendi, S., & Achour, Z. (2025). Digital transformation as a moderator of the relationship between employee commitment and retention. 37–70. https://doi.org/10.4018/979-8-3373-5127-8.ch002
Hair, J. F., Hult, G. T. M., Ringle, C. M., & Sarstedt, M. (2021). A primer on partial least squares structural equation modeling (PLS-SEM) (3rd ed.). Sage Publications.
Haniyah, I., Azazi, A., Marumpe, D. P., Daud, I., & Irdhayanti, E. (2025). Pengaruh lingkungan kerja non fisik, kompensasi, beban kerja terhadap turnover intention Gen Z. Mutiara: Jurnal Ilmiah Multidisiplin Indonesia, 3(2), 133–152. https://doi.org/10.61404/mutiara.v3i2.405
Hasibuan, M. S. P. (2019). Manajemen sumber daya manusia. Bumi Aksara.
Irianto, O., Mattulada, A., & Muliati, M. (2025). Organizational commitment as a mediator in managerial performance of regional apparatus in Papua. Lex Localis, 23(S5), 1996–2007. https://doi.org/10.52152/801521
Jumani, A., & Putra, D. W. (2024). The role of job stress on turnover intention among millennial employees. Jurnal Manajemen, 11(2), 98–112.
Laksmana, A. C., & Kristanto, H. (2023). Compensation, perceptions of organizational culture, and turnover intention: Does organizational commitment mediate the relationship? https://doi.org/10.14414/jebav.v26i1.3478
Mahlasela, S., & Chinyamurindi, W. T. (2020). Technology-related factors and their influence on turnover intentions: A case of government employees in South Africa, 86(3). https://doi.org/10.1002/isd2.12126
Matondang, R. A. S., Lumbanraja, P., & Siahaan, E. (2023). The role of organizational commitment in mediating the effect of employee well-being and workload on employee performance. https://doi.org/10.46729/ijstm.v4i5.913
Mohd Noor, N. A., Vahdati, S., Mah, P. Y., & Chuah, F. (2024). The influence of job stress on organizational commitment among workers in the palm oil industry: Does job satisfaction matter? Global Business Review. https://doi.org/10.1177/09721509241252499
Mukarrom, T. S. J., Karnati, N., & Listyasari, W. D. (2017). Hubungan antara kompensasi dengan komitmen organisasi guru sekolah menengah pertama swasta. Improvement, 4(1), 44–51. https://doi.org/10.21009/improvement.v4i1.1810
Mustika, R. A. C., & Maksum, I. (2025). Organizational commitment as a mediation between work discipline and organizational culture on employee performance. Golden Ratio of Human Resources Management, 5(2), 476–487. https://doi.org/10.52970/grhrm.v5i2.1135
Nami, N. P. S., & Prianthara, I. B. T. (2024). Analysis key variables and Generation Z turnover intention scenarios: MICMAC and Bayesian Network approaches. Jurnal Bisnis, 15(3), 320–342. https://doi.org/10.18196/jbti.v15i3.24821
Nur, S. A., Harsono, S., & Prawitowati, T. (2024). Peran komitmen organisasi sebagai pemediasi hubungan antara kompensasi, motivasi, dan kinerja pegawai. Journal of Business and Banking, 14(1), 149–167. https://doi.org/10.14414/jbb.v14i1.4447
Priyono, B. (2023). Compensation and job characteristics affect organizational commitment with work environment moderation. Jenius, 6(3), 585. https://doi.org/10.32493/jjsdm.v6i3.29875
Putri, D. A., & Suryani, N. L. (2021). Pengaruh stres kerja dan kepuasan kerja terhadap turnover intention pada karyawan generasi Z di era digital. Jurnal Manajemen dan Kewirausahaan Indonesia, 10(2), 145–156. https://doi.org/10.21009/jmki.10.2.05
Rahman, T., & Prasetyo, A. (2023). Generational shift in organizational commitment: Evidence from Indonesian Gen Z employees. Jurnal Psikologi dan Manajemen, 8(1), 45–59.
Rahmawati, N., & Nugroho, A. (2022). Pengaruh kompensasi, lingkungan kerja, dan kepuasan kerja terhadap turnover intention dengan komitmen organisasi sebagai variabel mediasi. Jurnal Ilmu Manajemen Terapan, 4(3), 201–212. https://doi.org/10.32528/jimt.v4i3.2071
Ramadhani, S. D., Sijabat, R., & Akbar, S. (2025). Pengaruh work-life balance dan beban kerja terhadap turnover intention melalui stres kerja karyawan. Jurnal Manajemen Kewirausahaan dan Teknologi, 2(3), 11–19. https://doi.org/10.61132/jumaket.v2i3.724
Riamanda, I., Zhang, Y., & Yazid, S. (2025). Predicting turnover intention among Generation Z based on psychosocial work environment factors. Jurnal Ilmiah Psikologi Terapan, 13(2), 139–150. https://doi.org/10.22219/jipt.v13i2.41256
Robberts, M. E., van der Poll, J. A., & Engelbrecht, K. (2020). The impact of task-technology fit on the organisational commitment of mobile knowledge workers in South Africa. South African Institute of Computer Scientists and Information Technologists, 110–117. https://doi.org/10.1145/3410886.3410897
Robbins, S. P., & Judge, T. A. (2019). Organizational behavior (18th ed.). Pearson.
Sari, M. D., & Utami, H. (2023). Influence of technology acceptance and organizational support on employee retention among Generation Z. Journal of Business and Management Studies, 5(1), 87–96. https://doi.org/10.1234/jbms.v5i1.1098
Soleha, D. A., & Musoli, M. (2024). The role of organizational commitment in mediating the influence of self-efficacy and work-life balance on organizational citizenship behavior. International Journal of Economics and Business Issues, 3(1), 22–33. https://doi.org/10.59092/ijebi.vol3.iss1.42
Suhardi, D., & Oktari, R. (2024). Pengaruh kompensasi dan work-life balance terhadap turnover intention pada karyawan generasi muda. Jurnal Sumber Daya Manusia, 12(3), 233–246.
Suharyadi, R., & Putra, A. P. (2024). The role of work stress in mediating the effect of compensation and workload on turnover intention. International Journal of Human Resource Studies, 14(2), 52–68. https://doi.org/10.5296/ijhrs.v14i2.21985
Thakur, P., & Saxena, C. (n.d.). From technostress to turnover. https://doi.org/10.4018/979-8-3693-6402-4.ch004
Wadhawan, C., Mishra, M., & Garg, K. (2018). A study of relationship between compensation and organizational commitment in pharmaceutical sector. 1, 7–12. https://research.ijcaonline.org/icaet2017/number1/ICAET2017003.pdf
Wijaya, A., & Handayani, T. (2020). Pengaruh penerapan teknologi digital terhadap produktivitas dan komitmen organisasi karyawan generasi Z. Jurnal Ekonomi dan Manajemen Modern, 8(1), 25–37. https://doi.org/10.23960/jemm.v8i1.45
Wijaya, I. M. A., Riana, I. G., & Suwandana, I. G. M. (2024). The relation between job stress, job satisfaction and organizational commitment. Journal of Economics, Finance and Management Studies. https://doi.org/10.47191/jefms/v7-i4-29
Wilujeng, R. J., & Prawitowati, T. (2025). Pengaruh kepuasan kerja terhadap intensi turnover dimediasi oleh quiet quitting. Revitalisasi: Jurnal Ilmu Manajemen, 14(1), 180. https://doi.org/10.32503/revitalisasi.v14i1.6748
Yuliana, E., & Hartono, B. (2025). Understanding turnover intention among Generation Z employees: The mediating role of organizational commitment. Asian Journal of Organizational Behavior, 7(1), 33–49. https://doi.org/10.5281/zenodo.1234567
Yuniasanti, R., Sandiasih, K. M., Anggraeni, D. S., Prahara, S. P. S. A., & Hamzah, H. (2024). Work stress dan turnover intention pada karyawan milenial: Peran mediasi supervisor support. https://doi.org/10.30996/persona.v12i1.9385