THE ROLE OF WORKPLACE WELLBEING ON TURNOVER INTENTION WITH JOB EMBEDDEDNESS AS A MODERATING VARIABLE AMONG EMPLOYEES
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Abstract
The purpose of this study was to analyze the role of workplace wellbeing on turnover intention and analyze the role of job embeddedness as a moderator of the workplace wellbeing variable on turnover intention. Workplace wellbeing according to Parker & Hyett (2011) is a positive psychological state resulting from an individual's assessment of work conditions that meet basic psychological needs and provide opportunities for self-development. Turnover intention according to Jacobs & Roodt (2011) is a mental decision influenced by employee work attitudes, which involves the choice to stay or leave their jobs. Job embeddedness as explained by Felps (2009) compiles a relationship about how well individuals feel they fit into their jobs and communities. This analysis uses three measuring instruments, namely: Turnover Intention Scale 6 (TIS-6), Workplace Wellbeing Questionnaire (WWQ), Job Embeddedness Measurement. Participants are generation Z employees with a total of 209 participants. The method applied is quantitative non-experimental, including data collection using purposive sampling techniques (non-probability sampling). The results of this study indicate that workplace wellbeing has a significant negative relationship to turnover intention with a contribution of 6.2%. In addition, this study also managed to find that job embeddedness plays a role in strengthening the relationship between workplace wellbeing and turnover intention by 4.8%. This study is expected to help companies reduce turnover intention behavior in generation Z employees.
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