The Effect of Work Stress and Compensation Dissatisfaction on Turnover Intention among Generation Z Employees in Medan City
Abstract
This study aims to analyze the effect of work stress and compensation dissatisfaction on turnover intention among Generation Z employees in Medan City. The study employed an associative quantitative survey using a Likert-scale questionnaire distributed to 110 respondents. The sample size was determined using G*Power, and the data were analyzed with SPSS version 24 through data quality tests, classical assumption tests, multiple linear regression, t-test, F-test, and coefficient of determination. Results: Work stress had a positive and significant effect on turnover intention, with a coefficient of 0.350, t-value of 5.453, and significance of 0.000. Compensation dissatisfaction also had a positive and significant effect, with a coefficient of 0.604, t-value of 8.825, and significance of 0.000. Simultaneously, both variables had a significant effect with an F-value of 69.469 and significance of 0.000. The adjusted R Square of 0.557 indicates that 55.7% of turnover intention is explained by the model. The study is limited to Generation Z employees in Medan City and uses two independent variables. The study contributes to human resource management, particularly employee retention among young workers.
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