Pengaruh Burnout (Kelelahan Emosional, Depersonalisasi, Reduksi Pencapaian Pribadi) Terhadap Turnover Karyawan Gen Z PT. Tomah Jaya Elektrikal Kota Malang

Abstract

Abstract

This quantitative study examined how three Burnout dimensions—Emotional Depletion, Cynicism, and Personal Achievement—affect Turnover intention among 32 Generation Z employees at PT. Tomah Jaya Elektrikal in Malang City. Using census sampling and multiple regression analysis via SPSS 25, the research revealed significant findings.Collectively, Burnout substantially influences Gen Z employee Turnover intention. Individual analysis showed Cynicism (Depersonalization) significantly increases departure intent through a positive correlation, while low Personal Achievement has a significant inverse effect—meaning higher accomplishment reduces resignation desire. Emotional Depletion showed no statistically significant impact on Turnover intention. The model's adjusted R² of 0.630 indicates that 63% of Turnover intention variance is explained by these Burnout components.The findings emphasize that Human Resource Management must prioritize reducing cynicism and enhancing employees' sense of personal efficacy to effectively minimize Gen Z Turnover intention. Although emotional depletion lacks statistical significance, organizations should remain vigilant to prevent potential future negative consequences. Strategic interventions targeting cynicism reduction and achievement enhancement represent critical pathways for retaining Gen Z talent and maintaining organizational stability.

Keywords: Burnout, Emotional Exhaustion, Depersonalization, Reduced Personal Accomplishment, Turnover, Generation Z.