Frustration, Professional Identity, Job Satisfaction, and Engagement: Determinants of Turnover Intention among Gen Y-Z Employees

Abstract

This study aims to examine the influence of frustration and professional identity on turnover intention, with the mediating roles of job satisfaction and employee engagement, among Generation Y and Z employees working in state-owned and private companies in Central Java and Yogyakarta.Using the Conservation of Resources (COR) theory as the theoretical framework, this quantitative research employed a survey method with 210 respondents and data analysis using Structural Equation Modeling (SEM) with SmartPLS 4.0.The findings reveal that frustration has a significant negative impact on job satisfaction and a positive impact on turnover intention.Professional identity positively affects job satisfaction and employee engagement while negatively affecting turnover intention.Job satisfaction significantly reduces turnover intention and serves as a mediator between professional identity and turnover intention.However, employee engagement does not significantly mediate this relationship.These results highlight the importance of reducing workplace frustration and strengthening employees' professional identity to enhance job satisfaction and lower turnover intention.The study contributes to human resource management literature by providing insights into psychological factors influencing turnover intention, particularly among younger generations in the workforce.