PENGARUH IKLIM PSIKOLOGIS TERHADAP BURNOUT KARYAWAN DAN TURNOVER INTENTION DENGAN QUALITY OF WORK SEBAGAI VARIABEL MODERASI

NURUL, ALIMA (2026) PENGARUH IKLIM PSIKOLOGIS TERHADAP BURNOUT KARYAWAN DAN TURNOVER INTENTION DENGAN QUALITY OF WORK SEBAGAI VARIABEL MODERASI. Diploma thesis, UIN RADEN INTAN LAMPUNG.

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Abstract

ABSTRAK Dalam konteks dunia kerja yang semakin dinamis, karyawan Generasi Z di Bandar Lampung menghadapi tantangan signifikan berupa burnout dan turnover intention akibat iklim psikologis yang kurang mendukung, seperti minimnya dukungan sosial, komunikasi lemah, dan budaya organisasi negatif. Prasurvei pada 30 responden Gen Z menunjukkan 70% mengalami burnout, 76,7% punya niat turnover, serta 66,7% yakin quality of work bisa memoderasi hubungan ini menegaskan urgensi penelitian ini. Penelitian ini menggunakan pendekatan kuantitatif dengan populasi karyawan Gen Z tak terhingga, sampel 96 responden dengan rumus Lemeshow. Pengumpulan data primer dilakukan melalui penyebaran kuesioner, dianalisis Partial Least Squares (PLS-SEM) untuk uji validitas (convergent, composite reliability >0.7), reliabilitas (Cronbach's Alpha >0.7), R-square, dan hipotesis (path coefficient, t statistik, p-value). Lokasi Bandar Lampung, waktu Desember 2025. Hasil penelitian menunjukkan bahwa Iklim psikologis berpengaruh negatif signifikan terhadap burnout (-0.599, p=0.000) dan turnover intention (-0.618, p=0.000). Quality of work memoderasi kuat kedua hubungan, sehingga iklim positif ditambah quality of work baik menekan burnout dan niat keluar. Kesimpulan: Perusahaan harus ciptakan iklim psikologis suportif (dukungan manajer, recognition), tingkatkan quality of work (keseimbangan kerja-hidup, pengembangan diri) untuk retensi Gen Z, minimalkan turnover, dan tingkatkan produktivitas. Kata Kunci: Iklim Psikologis, Burnout Karyawan,Turnover Intention, Quality Of Work, Generasi Z. ABSTRACT In an increasingly dynamic work environment, Generation Z employees in Bandar Lampung face significant challenges in the form of burnout and turnover intention due to an unsupportive psychological climate, such as a lack of social support, poor communication, and a negative organizational culture.A pre-survey of 30 Gen Z respondents revealed that 70% experienced burnout, 76.7% had turnover intentions, and 66.7% believed that quality of work could moderate this relationship underscoring the urgency of this research. This study used a quantitative approach with an infinite population of Gen Z employees and a sample of 96 respondents using the Lemeshow formula. Primary data collection was conducted through the distribution of questionnaires, analyzed using Partial Least Squares (PLS-SEM) for validity testing (convergent, composite reliability >0.7), reliability (Cronbach's Alpha >0.7), R-square, and hypotheses (path coefficient, t-statistic, p-value). Location: Bandar Lampung, time: December 2025. The results show that psychological climate has a significant negative effect on burnout (-0.599, p=0.000) and turnover intention ( 0.618, p=0.000). Quality of work strongly moderates both relationships, so that a positive climate combined with good work quality reduces burnout and turnover intention. Conclusion: Companies must create a supportive psychological climate (managerial support, recognition) and improve quality of work (work life balance, self-development) to retain Gen Z employees, minimize turnover, and increase productivity. Keywords:Psychological Climate,Employee Intention,Quality Of Work, Generation Z.

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