Ajeng Purwati Ningtyas (1)
This study examines the mediating role of job satisfaction in the effect of work-life balance and organizational justice on the turnover intention of Generation Z employees in service firms in Kendari City, Indonesia. The study responds to the phenomenon of high job mobility among young workers, who now form the largest cohort entering the national labour market yet display the shortest average tenure. Using a quantitative explanatory design, data were collected from 125 Generation Z employees through purposive sampling and analysed with partial least squares structural equation modelling. Work-life balance was measured through time balance, involvement balance, satisfaction balance, and schedule flexibility; organizational justice through distributive, procedural, interactional, and informational justice; job satisfaction through the work itself, compensation, supervision, co-workers, and promotion; and turnover intention through the stages of the withdrawal process. The results show that work-life balance and organizational justice significantly increase job satisfaction and significantly reduce turnover intention, and that job satisfaction partially mediates both relationships, with indirect effects exceeding direct effects. Job satisfaction therefore functions as the principal mechanism converting fair treatment and manageable work boundaries into the retention of young employees.
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