PENGARUH WORK MEANINGFULNESS TERHADAP TURNOVER INTENTION PADA KARYAWAN GENERASI Z DI KABUPATEN PASURUAN

The high level of turnover intention among Generation Z employees has become a significant issue in organizations, considering that Generation Z is known for having a strong orientation toward meaning and value alignment in their work. This condition makes work meaningfulness a relevant psychological factor in explaining individuals’ decisions to stay in or leave an organization. This study aims to examine the effect of work meaningfulness on turnover intention among Generation Z employees in Pasuruan Regency. This research employed a quantitative approach with a correlational design and accidental sampling technique. The participants consisted of 313 employees aged 18–28 years who work in Pasuruan Regency. The instruments used were The Work and Meaning Inventory (WAMI) to measure work meaningfulness and the Turnover Intention Scale (TISCALE) to measure turnover intention. Data were analyzed using simple linear regression. The results indicate that work meaningfulness has a negative and significant effect on turnover intention, with a contribution of 34.6%. These findings suggest that work meaningfulness plays a role as a psychological factor that can help organizations reduce turnover intention among Generation Z employees in industrial settings. Therefore, organizations need to create meaningful work environments through value alignment, clear work purpose, and employee development to enhance the retention of Generation Z employees.