The Effect of Workplace Bullying and Job Insecurity on Turnover Intention among Gen Z Employees in Yogyakarta, with Burnout as a Mediating Variable

Khaidar Mario Allan Surya; Fereshti Nurdiana Dihan

doi:10.55927/fjmr.v5i10.225

Authors

Khaidar Mario Allan Surya Universitas Islam Indonesia
Fereshti Nurdiana Dihan Universitas Islam Indonesia

DOI:

https://doi.org/10.55927/fjmr.v5i10.225

Keywords:

Workplace Bullying, Job Insecurity, Burnout, Turnover Intention, Generation Z

Abstract

The purpose of this study is to investigate and analyze how workplace bullying and job insecurity affect turnover intention and burnout, how burnout affects turnover intention, and how burnout functions as a mediating factor in Yogyakarta's Generation Z workforce. This study employs a survey method and a quantitative methodology. Purposive sampling is used to select Generation Z workers who are employed full-time in the Yogyakarta region as the study population. 170 of the 185 respondents who took part in the survey satisfied the requirements for analysis. Data analysis used Partial Least Squares–Structural Equation Modeling (PLS-SEM). The results showed that workplace bullying has a positive and significant effect on turnover intention (β = 0.296; p = 0.000) and burnout (β = 0.325; p = 0.000). Job insecurity has a positive and significant effect on turnover intention (β = 0.227; p = 0.001), but does not significantly affect burnout (β = 0.103; p = 0.200). Burnout does not significantly affect turnover intention (β = 0.116; p = 0.118). In addition, burnout does not mediate the effect of workplace bullying on turnover intention (β = 0.038; p = 0.125) or the effect of job insecurity on turnover intention (β = 0.012; p = 0.408). Thus, workplace bullying and job insecurity are proven to have a direct effect on turnover intention, while burnout is not proven to act as a mediating variable in Generation Z employees in Yogyakarta.

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