Job Insecurity, Turnover Intention, and the Mediating Roles of Job Satisfaction and Job Embeddedness among Generation Z Remote Workers in Indonesia

Rahma Anisah Savita; Achmad Sudiro; Christin Susilowati

doi:10.61255/jeemba.v4i5.1456

Authors

Rahma Anisah Savita Universitas Brawijaya, Indonesia
Achmad Sudiro Universitas Brawijaya, Indonesia
Christin Susilowati Universitas Brawijaya, Indonesia

DOI:

https://doi.org/10.61255/jeemba.v4i5.1456

Keywords:

Job Insecurity, Turnover Intention, Job Satisfaction, Job Embeddedness, Remote and Hybrid Work

Abstract

Purpose – This study examines the relationship between job insecurity and turnover intention among Generation Z employees working under fully remote, predominantly remote, and hybrid arrangements in Indonesia, with job satisfaction and job embeddedness assessed as parallel mediators.

Design/methodology/approach – A quantitative explanatory survey was conducted with 280 Generation Z employees across Indonesia, recruited through purposive and snowball sampling. The sample included workers with different levels of remote-work intensity. Data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS 4.

Finding/Results – Respondents reported relatively low job insecurity (M = 2.07) and turnover intention (M = 1.98), together with high job satisfaction (M = 3.97) and job embeddedness (M = 3.98). Job insecurity was positively associated with turnover intention and negatively associated with both job satisfaction and job embeddedness. Job satisfaction and job embeddedness were negatively associated with turnover intention, and both carried significant indirect effects.

Originality/Value – Job satisfaction and job embeddedness have each been identified as mechanisms linking job insecurity to withdrawal related outcomes, with previous multi wave research also highlighting the buffering role of job embeddedness. This study contributes by examining both variables as parallel and distinct mediators within a single model, distinguishing the affective pathway through job satisfaction from the relational and structural pathway through job embeddedness among Generation Z employees working fully remotely, predominantly remotely, or in hybrid arrangements in Indonesia, where physical separation from the organization may influence these two pathways differently.

Abstract views: 15 ,

PDF downloads: 4

Downloads

Download data is not yet available.

References

Akçin, K. (2023). The mediating effect of psychological resilience in the impact of increasing job insecurity with the pandemic, on organizational commitment and turnover intention. Kybernetes, 52(7), 2416–2430.

Al Shbail, M. O., Alshurafat, H., Ensour, W., Al Amosh, H., & Al-Hazaima, H. (2025). Exploring the impact of internal CSR on auditor turnover intentions. Acta Psychologica, 256, 105012.

Aman-Ullah, A., Aziz, A., Ibrahim, H., Mehmood, W., & Abdullah Abbas, Y. (2022). The impact of job security, job satisfaction and job embeddedness on employee retention. Journal of Asia Business Studies, 16(6), 904–922.

CBRE Consulting. (2023). U.S. office attendance policy trends Q3 2023. CBRE Research.

Crossley, C. D., Bennett, R. J., Jex, S. M., & Burnfield, J. L. (2007). Development of a global measure of job embeddedness and integration into a traditional model of voluntary turnover. Journal of Applied Psychology, 92(4), 1031–1042.

Deskimo. (2025). Unlocking Indonesia's hybrid work potential 2025. Deskimo Research.

Dogantekin, A., Secilmis, C., & Karatepe, O. M. (2022). Qualitative job insecurity, emotional exhaustion and their effects on hotel employees' job embeddedness. International Journal of Hospitality Management, 105, 103270.

Elshaer, I. A. (2024). Social-psychological risk perception impacts on job insecurity and turnover intention: A mediation model using PLS-SEM. Cogent Psychology, 11(1).

Fekih-Romdhane, F., Shebly, A., Daoud, T., Gedeon, R., Hallit, R., Obeid, S., Malaeb, D., & Hallit, S. (2024). Mediating and moderating factors between economic pressure and turnover intention among school teachers in Lebanon. Heliyon, 10(14), e34443.

GoodStats. (2024). Mayoritas Gen Z bertahan 1-2 tahun di tempat kerja, apa sebabnya? GoodStats.

Gunawan, H., Pala, R., Tijjang, B., Razak, M., & Qur'ani, B. (2024). Global challenges of the mining industry: Effect of job insecurity and reward on turnover intention through job satisfaction. SA Journal of Human Resource Management, 22.

Hair, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2014). Multivariate data analysis (7th ed.). Pearson.

Hair, J. F., Hult, G. T. M., Ringle, C. M., & Sarstedt, M. (2017). A primer on partial least squares structural equation modeling (PLS-SEM) (2nd ed.). Sage.

Hair, J. F., Hult, G. T. M., Ringle, C. M., & Sarstedt, M. (2021). A primer on partial least squares structural equation modeling (PLS-SEM) (3rd ed.). Sage.

Hobfoll, S. E. (1989). Conservation of resources: A new attempt at conceptualizing stress. American Psychologist, 44(3), 513–524.

Hobfoll, S. E. (2001). The influence of culture, community, and the nested-self in the stress process. Applied Psychology, 50(3), 337–421.

Jung, H. S., Jung, Y. S., & Yoon, H. H. (2021). COVID-19: The effects of job insecurity on the job engagement and turnover intent of deluxe hotel employees. International Journal of Hospitality Management, 92, 102703.

Kakar, A. S., Misron, A., Rauza, Meyer, N., & Durrani, D. K. (2023). Job insecurity as a mediator between fearing COVID-19 and turnover intention. International Journal of Educational Management, 37(4), 752–767.

Kim, K. T., & Sohn, Y. W. (2024). The impact of quiet quitting on turnover intentions: The mediating roles of job satisfaction and affective commitment. Systems, 12(11), 460.

Leonardi, P. M., Parker, H., & Shen, R. (2024). How remote work changes the world of work. Annual Review of Organizational Psychology and Organizational Behavior, 11, 193–219.

Lin, M. H., Yen, Y. H., Chuang, T. F., Yang, P. S., & Chuang, M. D. (2024). The impact of job stress on job satisfaction and turnover intentions among bank employees. Frontiers in Psychology, 15, 1482968.

Majka, M. (2024). Why Gen Z prefers remote work and dislikes the traditional office. Career Insights Press.

Mobley, W. H. (1977). Intermediate linkages in the relationship between job satisfaction and employee turnover. Journal of Applied Psychology, 62(2), 237–240.

Nguyen, V. T., Tran, H. T., & Le, T. T. (2023). Job embeddedness and turnover intention in the public sector. International Journal of Organizational Analysis, 31(6), 2456–2473.

Pu, B., Sang, W., Ji, S., Hu, J., & Phau, I. (2024). The effect of customer incivility on employees' turnover intention: A chain mediating effect of emotional exhaustion and job satisfaction. International Journal of Hospitality Management, 118, 103665.

Randstad. (2025). New research finds Gen Z's average job stint is 1.1 years. Randstad Workforce Insights.

Salvadorinho, J., Hines, P., Kumar, M., Ferreira, C., & Teixeira, L. (2026). From Gen Z to Boomers: Motivational drivers shaping Industry 5.0 and the future of work. Futures, 175, 103731.

Selular ID. (2023). Survei: 62% karyawan di Indonesia pilih kerja hybrid, 21% full remote. Selular ID.

Sobaih, A. E. E., Elshaer, I. A., & Abu Elnasr, A. E. (2025). Examining the impact of technological innovations on turnover intention of hotel employees. Journal of Human Resources in Hospitality and Tourism, 24(4), 663–691.

Susilowati, S., Ridloah, S., Humaira, H., & Putri, V. W. (2024). Job insecurity, burnout and turnover intention: The mediating role of basic psychological needs satisfaction. East African Scholars Journal of Economics, Business and Management, 7(4), 94–105.

Wang, B., Liu, Y., Qian, J., & Parker, S. K. (2021). Achieving effective remote working during the COVID-19 pandemic: A work design perspective. Applied Psychology, 70(1), 16–59