The Effect of Career Development on Turnover Intention: The Mediating Role of Job Satisfaction among Generation Z Employees

Epi Parela; Hujaimatul Fauziah

doi:10.37641/jimkes.v14i3.5287

Authors

Epi Parela Universitas Sang Bumi Ruwa Jurai, Indonesia
Hujaimatul Fauziah Universitas Sang Bumi Ruwa Jurai, Indonesia

DOI:

https://doi.org/10.37641/jimkes.v14i3.5287

Keywords:

Career Development, Employee Retention, Generation Z, Job Satisfaction

Abstract

This study examines the effect of career development on turnover intention with job satisfaction as a mediating variable among Generation Z employees. The study addresses the growing challenge of retaining younger employees who tend to place strong emphasis on career growth, meaningful work, and organizational support. Using a quantitative explanatory design, data were collected through questionnaires from 186 Generation Z employees working in various organizations. The data were analyzed using descriptive statistics, validity and reliability tests, correlation analysis, and hypothesis testing through regression-based mediation analysis. The results show that career development has a significant positive effect on job satisfaction and a significant negative effect on turnover intention. Job satisfaction also has a significant negative effect on turnover intention. In addition, job satisfaction partially mediates the relationship between career development and turnover intention. These findings indicate that career development can reduce employees’ intention to leave both directly and indirectly by improving job satisfaction. The study highlights the importance of career development as a strategic human resource practice for enhancing satisfaction and retaining Generation Z employees in increasingly competitive work environments.

Downloads

Download data is not yet available.

References

Adiputra, I. G., & Milleny, N. (2024). Effect of career development and workload on turnover intention with job satisfaction as an intervening variable. International Journal of Economics, Business and Management Research, 8(1), 81–97.

Alam, A., & Asim, M. (2019). Relationship between job satisfaction and turnover intention. International Journal of Human Resource Studies, 9(2), 163–194.

Benidikto, M. I., Listiana, E., Irdhayanti, E., Daud, I., & Marumpe, D. P. (2025). Pengaruh career development dan work-life balance terhadap job satisfaction guru di Kabupaten Sanggau melalui work engagement sebagai variabel mediasi. Jurnal Ilmiah Multidisiplin, 3(6), 263–277.

Chang, P. L., Chou, Y. C., & Cheng, F. C. (2007). Career needs, career development programmes, organizational commitment and turnover intention of nurses in Taiwan. Journal of Nursing Management, 15(8), 801–810.

Chen, T. Y., Chang, P. L., & Yeh, C. W. (2004). A study of career needs, career development programs, job satisfaction and turnover intentions of R&D personnel. Career Development International, 9(4), 424–437.

Damayanti, M., & Khatimah, H. (2025). Pengaruh work-life balance dan organizational culture terhadap turnover intention pada pekerja Generasi Z dengan employee engagement sebagai variabel mediasi. Media Riset Bisnis, Ekonomi, Sains dan Terapan, 3(1), 14–29.

Danendra, A. A. N. B., & Rahyuda, A. G. (2019). The effect of workloads on employee performance with job satisfaction as a mediation variable. Journal of Business Management and Economic Research, 3(8), 40–49.

Dewi, R. S., & Nurhayati, M. (2021). The effect of career development on turnover intention with job satisfaction and organizational commitment as mediators: Study at PT Control Systems Arena Para Nusa. European Journal of Business and Management Research, 6(4), 11–18.

Elian, S., Paramitha, C. D., Gunawan, H., & Maharani, A. (2020). The impact of career development, work-family conflict, and job satisfaction on millennials’ turnover intention in the banking industry. Journal of Business and Management Review, 1(4), 223–247.

Friska, A. (2024). Pengaruh work-life balance dan pengembangan karier terhadap turnover intention dengan kepuasan kerja sebagai variabel mediasi (Studi pada karyawan milenial di Bandar Lampung). Lampung: UIN Raden Intan Lampung (Bachelor’s Thesis).

Friska, I. A., & Sandroto, C. W. (2025). Peran mediasi job satisfaction dalam pengaruh work-life balance terhadap turnover intention. Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi dan Pelayanan Publik, 12(4), 1812–1824.

Hadun, R. P. P., & Perkasa, D. H. (2025). Pengaruh work-life balance dan kompensasi terhadap turnover intention dengan stres kerja sebagai variabel intervening pada pekerja Generasi Z (Studi kasus PT Leasing Jakarta Timur). Journal of Accounting and Finance Management, 6(1), 456–466.

Hidayah, N., & Ananda, H. R. (2021). Compensation, career development, and job satisfaction as the antecedent of nurse turnover intention. JMMR (Jurnal Medicoeticolegal dan Manajemen Rumah Sakit), 10(2), 139-147.

Huang, S., Chen, Z., Liu, H., & Zhou, L. (2017). Job satisfaction and turnover intention in China: The moderating effects of job alternatives and policy support. Chinese Management Studies, 11(4), 689–706.

Irawati, S., & Meilani, Y. F. C. P. (2024). Pengaruh work-life balance, pengembangan karir, dan kompensasi terhadap turnover intention pada Generasi Z di e-commerce. Transekonomika: Akuntansi, Bisnis dan Keuangan, 4(6), 1147–1165.

Karolina, N., & Saryatmo, M. A. (2024). Employee engagement, work-life balance, dan turnover intention pada karyawan Generasi Z di Jabodetabek: Peran mediasi job satisfaction. Jurnal Manajemen Bisnis dan Kewirausahaan, 8(2), 306–320.

Kuo, H. T., Lin, K. C., & Li, I. C. (2014). The mediating effects of job satisfaction on turnover intention for long-term care nurses in Taiwan. Journal of Nursing Management, 22(2), 225–233.

Kurniawanto, H., Rahmadi, Z. T., & Wahyudi, M. A. (2022). Effect of work environment and motivation on employee performance with job satisfaction as a mediation. International Journal of Social and Management Studies, 3(3), 150–162.

Kusuma, E. P., Wiwoho, G., & Helmy, I. (2024). The effect of perceived organizational support on turnover intention mediated by job satisfaction and burnout. Jurnal Ilmiah Manajemen Kesatuan, 12(5), 1941–1948.

Lambert, E. G., Hogan, N. L., & Barton, S. M. (2001). The impact of job satisfaction on turnover intent: A test of a structural measurement model using a national sample of workers. The Social Science Journal, 38(2), 233–250.

Maryam, S. (2025). The role of job stress and organizational commitment on turnover intention of Gen Z employees in Cirebon with job satisfaction as a mediating variable. Jurnal Manajemen, 16(3), 713–722.

Muhaimin, M. I., Fauzan, R., & Saputra, P. (2025). Pengaruh reward dan work-life balance terhadap retensi karyawan melalui job satisfaction sebagai mediasi pada Generasi Z di coffee shop Pontianak. Menulis: Jurnal Penelitian Nusantara, 1(6), 169–181.

Nawaz, M. S., & Pangil, F. (2016). The relationship between human resource development factors, career growth and turnover intention: The mediating role of organizational commitment. Management Science Letters, 6(1), 157–166.

Novarian, F., & Ramli, A. H. (2020). The mediating role of job satisfaction in the hospital. In Proceedings of the International Conference on Management, Accounting, and Economy (ICMAE 2020) (pp. 293–297). Paris: Atlantis Press.

Novitiya, K. C., & Putranta, M. P. (2025). Kepuasan kerja memediasi pengaruh pengembangan karier dan persahabatan terhadap niat tetap bekerja. Modus, 37(1), 138–152.

Nurhasanah, S. (2025). Pengaruh work-life balance dan job satisfaction terhadap intensi job hopping karyawan (Studi kasus Generasi Z di Bandar Lampung). Lampung: Universitas Lampung (Bachelor Thesis).

Pricilla, K., & Martdianty, F. (2024). Pengaruh employer branding terhadap retensi pegawai dengan job satisfaction, organizational identification serta career development sebagai mediator: Studi pada pekerja perusahaan teknologi. Jurnal Manajemen dan Usahawan Indonesia, 47(2), 1–15.

Purba, M. Y., & Ruslan, S. (2020). Influence compensation, career development and job satisfaction to turnover intention. Dinasti International Journal of Economics, Finance & Accounting, 1(4), 642-658.

Purnomo, S. H., Ramli, A. H., & Banca, C. A. S. (2025). Transformational leadership, work culture, employee engagement, job satisfaction, turnover intention in banks. Jurnal Ilmiah Manajemen Kesatuan, 13(2), 819–826.

Purwatiningsih, E., & Sawitri, H. S. R. (2021). Analysis on the effect of work-life balance and career development on turnover intention for millennial generations. Management and Entrepreneurship: Trends of Development, 1(15), 80–88.

Rahardyana, T. K., & Satwika, P. A. (2025). Kepribadian proaktif dan job hopping intention: Menguji kepuasan kerja sebagai mediator. Persona: Jurnal Psikologi Indonesia, 14(2), 158–173.

Rahman, A., & Syahrizal, S. (2019). Effect of compensation and career development on turnover intention: Job satisfaction as a mediation variable. In Proceedings of the 2nd Padang International Conference on Education, Economics, Business and Accounting (PICEEBA-2 2018) (pp. 187–193). Paris: Atlantis Press.

Santoso, N. I. P. (2025). Pengaruh work-life balance dan career development terhadap intention to stay melalui job satisfaction pada karyawan Generasi Milenial dan Z di CV. Omieku Food Pasuruan. Malang: Universitas Muhammadiyah Malang (Bachelor Thesis).

Sihotang, H., & Sitompul, P. (2024). Pengaruh employer branding dan work-life balance terhadap turnover intention pada Generasi Z di Kota Medan: Job satisfaction sebagai variabel intervening. Jurnal Manajemen dan Bisnis, 2(2), 271–284.

Siti, N. A. P. (2025). Pengaruh work-life balance dan pengembangan karir terhadap turnover intention dengan kepuasan kerja sebagai variabel mediasi dalam perspektif bisnis Islam (Studi kasus pada karyawan PT Indomarco Bandar Lampung). Lampung: UIN Raden Intan Lampung (Bachelor Thesis).

Tiara, W., Ferine, K. F., & Alfahmi, M. (2025). Analisis pengaruh pengembangan sumber daya manusia dan komitmen organisasi terhadap turnover intention melalui kepuasan kerja. Commodities: Journal of Economic and Business, 5(3), 137–150.

Tnay, E., Othman, A. E. A., Siong, H. C., & Lim, S. L. O. (2013). The influences of job satisfaction and organizational commitment on turnover intention. Procedia - Social and Behavioral Sciences, 97(2), 201–208.

Yadewani, D., & Wijaya, R. (2021). The effect of compensation and career development on employee turnover intention in the culinary sector. ADPEBI International Journal of Business and Social Science, 1(1), 37–44.

Yang, A. A., & Dini, Y. I. F. (2023). Faktor loyalitas karyawan Generasi Z: Kepuasan kerja sebagai mediasi. Jurnal Manajemen Maranatha, 23(1), 1–14.

Yaqin, A. A., & Indradewa, R. (2025). The effect of compensation, workload, and work-life balance on turnover intention. Jurnal Ilmiah Manajemen Kesatuan, 13(4), 2279–2292.

Zalyaputri, K. A. (2025). Menahan niat resign di Generasi Z: peran empowering leadership dan empowerment dalam hubungan beban kerja dan turnover intention. Surabaya: Universitas Airlangga (Bachelor Thesis).