Pengaruh Talent Management terhadap Turnover Intention pada Generasi Z

Abstract

The Generation Z has started to dominate the job market in recent years, known for their high levels of professionalism and productivity. However, based on research, it has been found that since the entry of Generation Z into the workforce, the turnover rate has increased significantly, particularly in Indonesia. Factors and previous studies indicate that talent management plays a significant role in turnover. The research method employed for this study is the correlational quantitative research method, utilizing data collection through Likert scales adapted from the Expanded Multidimensional Turnover Intention Scale by Ike et al (2023) consisting of 25 items, and the Integrated Talent Management Scale by Jayaraman et al (2018) consisting of 22 items. Correlational research aims to explore the extent of the relationship between variables. The obtained data is processed using simple linear regression analysis techniques. Through this study, it was found that talent management has a negative impact on turnover intention, with a significance value of .000 (p < 0.05), a correlation coefficient of -1.297, and a determination coefficient of .487 or 48.7%. The remaining 51.3% is influenced by other unexamined factors. The majority of subjects experience or acknowledge the implementation of effective or high-level talent management in their respective companies, accounting for 77.8%. As for turnover intention, it is observed that a significant majority of subjects express a low inclination to leave their current positions, with a rate of 68.7%.