PENGARUH JOB INSECURITY DAN ROLE OVERLOAD TERHADAP TURNOVER INTENTION KARYAWAN DENGAN JOB SATISFATION SEBAGAI VARIABEL INTERVENING DALAM PERSPEKTIF SUMBER DAYA MANUSIA ( Studi Pada Karyawan Gen Z Toko Ritel Modern di Kota Bandar Lampung )

TESYA, SAWITRI (2026) PENGARUH JOB INSECURITY DAN ROLE OVERLOAD TERHADAP TURNOVER INTENTION KARYAWAN DENGAN JOB SATISFATION SEBAGAI VARIABEL INTERVENING DALAM PERSPEKTIF SUMBER DAYA MANUSIA ( Studi Pada Karyawan Gen Z Toko Ritel Modern di Kota Bandar Lampung ). Diploma thesis, UIN RADEN INTAN LAMPUNG.

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Abstract

ABSTRAK Fenomena tingginya tingkat turnover intention di kalangan karyawan Generasi Z pada toko ritel modern di Kota Bandar Lampung menjadi perhatian penting dalam pengelolaan sumber daya insani. Generasi Z dikenal memiliki kecenderungan berpindah kerja yang tinggi karena faktor ketidakamanan kerja (job insecurity) dan beban kerja berlebih (role overload), yang berpotensi menurunkan kepuasan kerja dan loyalitas terhadap perusahaan. Dalam perspektif sumber daya insani, kondisi tersebut menuntut keseimbangan antara kebutuhan individu dan tanggung jawab organisasi agar tercipta lingkungan kerja yang adil, aman, dan menumbuhkan kepuasan kerja. Penelitian ini bertujuan menganalisis pengaruh job insecurity dan role overload terhadap turnover intention dengan job satisfaction sebagai variabel intervening. Penelitian ini menggunakan pendekatan kuantitatif dengan metode explanatory research. Data dikumpulkan melalui kuesioner yang disebarkan kepada 100 responden karyawan Generasi Z yang bekerja di toko ritel modern di Kota Bandar Lampung, dengan teknik purposive sampling. Analisis data dilakukan menggunakan metode Partial Least Square (PLS) melalui aplikasi SmartPLS 4 untuk menguji hubungan langsung dan pengaruh mediasi antarvariabel. Hasil penelitian menunjukkan bahwa job insecurity dan role overload berpengaruh positif signifikan terhadap turnover intention, serta berpengaruh negatif signifikan terhadap job satisfaction. Sementara itu, job satisfaction berpengaruh negatif signifikan terhadap turnover intention dan memediasi sebagian pengaruh job insecurity dan role overload terhadap turnover intention. Dalam perspektif sumber daya insani, hasil ini menegaskan pentingnya menciptakan lingkungan kerja yang seimbang, memberikan rasa aman, dan memperhatikan kesejahteraan karyawan agar potensi dan loyalitas Generasi Z dapat berkembang secara optimal. ABSTRACT The phenomenon of increasing turnover intention among Generation Z employees in modern retail stores in Bandar Lampung has become an important issue in human resource management. Generation Z tends to change jobs frequently due to factors such as job insecurity and role overload, which can reduce job satisfaction and employee loyalty. From a human resource perspective, this condition highlights the need for balance between individual needs and organizational responsibilities to create a fair, secure, and satisfying work environment. This study aims to analyze the effect of job insecurity and role overload on turnover intention, with job satisfaction as an intervening variable. This research uses a quantitative approach with an explanatory research method. Data were collected through questionnaires distributed to 100 Generation Z employees working in modern retail stores in Bandar Lampung, using a purposive sampling technique. Data were analyzed using the Partial Least Square (PLS) method with the SmartPLS 4 application to test direct and mediating effects among variables. The results show that job insecurity and role overload have a positive and significant effect on turnover intention, while they have a negative and significant effect on job satisfaction. In addition, job satisfaction has a negative and significant effect on turnover intention and partially mediates the influence of job insecurity and role overload on turnover intention. From the perspective of human resource management, these findings emphasize the importance of creating a balanced work environment that provides security and well-being to employees, so that the potential and loyalty of Generation Z can develop optimally.

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