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Jakarta—Generation Z Characteristics Reduce Nurses' Intent to Resign If Hospitals Can Build Job Satisfaction. Research conducted by Karissa Anita and Bernard Widjaja from Krida Wacana Christian University, published in January 2026 in the International Journal of Business and Applied Economics (IJBAE).

The research conducted by Karissa Anita and Bernard Widjaja reveals that the distinctive characteristics of Generation Z can actually reduce nurses' intention to resign, provided that hospitals are able to create adequate job satisfaction. This finding is important amid the high turnover rate of young healthcare workers in Indonesia.

Generation Z in Hospitals: A Double-Edged Sword

Generation Z employees are widely known for their technological adaptability, demand for work–life balance, desire for rapid feedback, and strong expectations for personal and career development. In hospital settings—where work schedules are rigid and responsibilities are high—these traits are often viewed as difficult to accommodate.

At Husada Hospital, Generation Z nurses account for approximately 25 percent of the total nursing workforce. However, internal data show that during 2024 and the first half of 2025, this group dominated resignation figures, with turnover rates exceeding 10 percent—a level considered high in the healthcare sector.

“Generation Z nurses are often labeled as job-hoppers,” the authors noted. “Yet this assumption overlooks the role of workplace conditions in shaping their commitment.”

Studying All Generation Z Nurses

Rather than relying on a partial sample, the researchers examined the entire population of Generation Z nurses at Husada Hospital—62 individuals in total—using a census approach. Data were collected through structured questionnaires measuring three core variables: Generation Z characteristics, job satisfaction, and turnover intention.

The analysis applied advanced statistical modeling to capture both direct and indirect relationships among these factors. While the analytical tools were complex, the findings present a clear and practical message for hospital management.

Key Findings: Job Satisfaction Makes the Difference

The results show a strong positive relationship between Generation Z characteristics and job satisfaction. In other words, when hospitals align workplace practices with Generation Z values—such as flexibility, recognition, and opportunities for growth—nurses experience higher levels of satisfaction.

More importantly, job satisfaction significantly reduces turnover intention. Nurses who feel satisfied with their work develop stronger emotional attachment to their organization and are less inclined to seek employment elsewhere.

The study also reveals that Generation Z characteristics do not inherently increase turnover intention. Instead, these traits act as a protective factor when job satisfaction is high. This challenges the common perception that Generation Z employees are naturally less loyal.

“Generation Z characteristics do not directly drive turnover intention,” the authors explained. “They become a stabilizing force when supported by satisfying working conditions.”

Practical Implications for Hospital Management

The findings carry immediate implications for healthcare leaders and policymakers. Efforts to reduce nurse turnover should not rely solely on contractual obligations or administrative controls. Instead, they must prioritize strategies that enhance job satisfaction.

The researchers recommend clear career pathways, competency-based reward systems, transparent compensation, and supportive leadership that emphasizes coaching and constructive feedback. Attention to mental well-being, technology integration, and work–life balance is also essential.

Hospitals that successfully implement these strategies can retain Generation Z nurses more effectively while building a resilient and committed workforce.

Broader Impact on Healthcare Policy

Amid a global shortage of healthcare professionals, this study underscores the importance of generational awareness in workforce planning. Hospitals that fail to adapt risk losing young talent, while those that respond strategically can secure long-term workforce stability.

For policymakers, the research highlights the need for labor and health policies that promote decent working conditions for young healthcare workers—not merely increasing the number of nursing graduates.

Author Profiles

  • Karissa Anita, S.E., M.M. - Universitas Kristen Krida Wacana.
  • Dr. Bernard Widjaja, S.E., M.M. - Universitas Kristen Krida Wacana.

Research Source

Anita, K., & Widjaja, B. (2026). The Impact of Generation Z Characteristics on Turnover Intention among Nurses: The Mediating Role of Job Satisfaction at Husada Hospital. International Journal of Business and Applied Economics, Vol. 5 No. 1, Januari 2026, hlm. 242–254.

DOI: https://doi.org/10.55927/ijbae.v5i1.564
URL Jurnal: https://nblformosapublisher.org/index.php/ijbae