Retaining Generation Z in the Workplace: The Role of Career Growth Opportunities and Organizational Commitment in Reducing Turnover Intention

Employee turnover intention among Generation Z remains a challenge, particularly in the manufacturing sector. This study examines the relationship between career growth opportunities and turnover intention among Generation Z manufacturing employees in Semarang City. This study aims to analyze the effect of Career Growth Opportunities on Turnover Intention, with Organizational Commitment as a mediating variable, among Generation Z employees working in manufacturing companies in Semarang City. The study adopted a quantitative approach with 100 Generation Z employee respondents. Data analysis was conducted using Structural Equation Modeling–Partial Least Squares (PLS-SEM) assisted by Smart-PLS 3. The research model consisted of Career Growth Opportunities as the exogenous variable, Organizational Commitment as the mediating variable, and Turnover Intention as the endogenous variable. The summary of research results indicates that Career Growth Opportunities have an effect on Organizational Commitment, whereas Career Growth Opportunities do not affect Turnover Intention. Furthermore, Organizational Commitment has no effect on Turnover Intention and does not mediate the effect of Career Growth Opportunities on Turnover Intention. These findings show that the relationship between career growth opportunities and turnover intention among the study respondents does not operate through the mechanism of organizational commitment.