Pengaruh Keterikatan Karyawan dan Kepuasan Kerja Terhadap Niat Berpindah Kerja Pekerja Generasi Z Industri Manufaktur Karawang

This study analyzes the influence of employee engagement and job satisfaction on turnover intention among Generation Z workers in Karawang's manufacturing sector. The 40% Gen Z turnover phenomenon within two years with replacement costs of 50-200% annual salary, coupled with inconsistencies in previous research findings, constitutes the urgency of this study. The theoretical framework employs Schaufeli et al.'s employee engagement concept (vigor, dedication, absorption) and Robbins and Judge's job satisfaction theory (salary, promotion, coworkers, supervisors). A quantitative causal method was used with 102 Gen Z respondents selected through purposive sampling, data collected via Likert questionnaire and analyzed using SPSS 26 multiple linear regression. Results show employee engagement has a significant negative effect on turnover intention, job satisfaction is not significant partially, but both are simultaneously significant with 12.2% contribution. This study implies the importance of prioritizing employee engagement enhancement and holistic retention strategies accommodating Gen Z characteristics such as work-life balance, flexibility, and career development to reduce turnover in the manufacturing sector.

Keywords: Employee Engagement, Job Satisfaction, Turnover Intention, Generation Z, Manufacturing Industry