Resource Threats and Turnover Intention: Job Insecurity, Work Overload, and Job Stress

Zhika Aulia Isnaini; Annisa Fajri

doi:10.32534/jv.v21i3.8805

Authors

Zhika Aulia Isnaini Universitas Muhammadiyah Semarang
Annisa Fajri Universitas Muhammadiyah Semarang

DOI:

https://doi.org/10.32534/jv.v21i3.8805

Keywords:

Job Insecurity, Work Overload, Turnover Intention, Job Stress, Generation Z

Abstract

Turnover intention among Generation Z employees has become a strategic concern in human resource management, as this generation constitutes a substantial proportion of the workforce while remaining vulnerable to job insecurity and work overload, both of which contribute to job stress. Previous studies examining the effects of these factors on turnover intention have yielded inconsistent findings, whereas the mediating role of job stress has received limited scholarly attention, particularly among Generation Z employees in Semarang City, Indonesia. Therefore, this study investigates the effects of job insecurity and work overload on turnover intention, with job stress serving as a mediating variable. A quantitative explanatory approach was employed, and data from 146 respondents were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS 4. The results indicate that job insecurity has a positive and significant effect on both job stress and turnover intention. In contrast, work overload influences turnover intention only indirectly through the full mediating role of job stress. These findings support Conservation of Resources (COR) Theory and underscore the importance of enhancing job security and implementing proportionate workload management to reduce turnover intention among Generation Z employees.

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