Pengaruh Job Insecurity dan Job Stress terhadap Turnover Intention dengan Organizational Commitment sebagai Variabel Mediasi pada Karyawan di Industri F&B (Studi Kasus pada Generasi Z)
DOI:
https://doi.org/10.38035/jemsi.v8i1.9585Keywords:
Job Insecurity, Job Stress, Turnover Intention, Organizational Commitment, Generasi ZAbstract
Tingginya angka turnover pada karyawan Generasi Z di industri food and beverage (F&B) menekankan pentingnya memahami faktor-faktor yang mempengaruhi turnover intention. Penelitian ini menganalisis pengaruh job insecurity dan job stress terhadap turnover intention dengan organizational commitment sebagai variabel mediasi pada karyawan Generasi Z di industri F&B. Menggunakan pendekatan kuantitatif dengan purposive sampling, data dikumpulkan dari 226 karyawan Generasi Z yang telah bekerja minimal enam bulan di industri F&B. Analisis data menggunakan metode Partial Least Squares-Structural Equation Modeling (PLS-SEM) dengan software SmartPLS. Hasil penelitian menunjukkan bahwa job insecurity dan job stress berpengaruh positif dan signifikan terhadap turnover intention (H1 dan H2 diterima), sedangkan berpengaruh negatif dan signifikan terhadap organizational commitment (H3 dan H4 diterima). Organizational commitment juga secara signifikan mengurangi turnover intention (H5 diterima). Namun, organizational commitment tidak terbukti memediasi pengaruh job insecurity maupun job stress terhadap turnover intention (H6 dan H7 ditolak). Hasil ini menunjukkan bahwa kedua faktor tersebut berpengaruh langsung terhadap turnover intention. Penelitian ini membuktikan bahwa perusahaan harus meningkatkan kepastian kerja dan mengelola job stress secara efektif untuk mengurangi turnover intention pada karyawan Generasi Z di industri F&B. Penelitian berkontribusi pada literatur manajemen sumber daya manusia dengan menyoroti mekanisme langsung yang mendorong keinginan karyawan keluar dari organisasi di sektor berbasis layanan.
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