The research arrives at a time when Generation Z is becoming the largest segment of Indonesia's workforce. Unlike previous generations, Gen Z employees place greater value on flexible working arrangements, meaningful careers, transparent promotion systems, and a healthy balance between work and personal life. When these expectations are not met, they are generally more willing to change employers.
The banking industry has experienced growing challenges in retaining younger employees. According to background data cited in the study, employee resignations have increased steadily in several Indonesian banks. At Bank BJB, for example, employee departures rose from 212 in 2022 to 311 in 2024, while new recruitment declined over the same period. The trend suggests that retaining young banking professionals has become an increasingly important strategic issue for financial institutions.
Survey of Generation Z Bank Employees
To examine the factors behind employee turnover intention, Dania Kemala Sari and Dr. Dian Indiyati conducted a quantitative survey involving 150 Generation Z employees working in banks across Bandung City. Respondents were between 18 and 29 years old, had worked in the banking sector for at least one year, and completed a structured questionnaire covering job satisfaction, work-life balance, work stress, and turnover intention.
The researchers analyzed the survey responses using a statistical modeling approach that measured the relationships among these variables and assessed how strongly each factor influenced employees' intention to leave their organizations.
Key Findings
The study revealed a clear pattern:
- Job satisfaction was moderate, indicating that employees were generally satisfied but still perceived room for improvement.
- Work-life balance was also moderate, suggesting that many employees struggled to maintain boundaries between work and personal life.
- Work stress was high, making it the most critical workplace issue identified.
- Turnover intention was also high, meaning many respondents were actively considering leaving their current employer.
Statistical analysis demonstrated that all three workplace factors significantly influenced employees' intention to resign.
- Job satisfaction reduced turnover intention (β = –0.366).
- Work-life balance reduced turnover intention (β = –0.270).
- Work stress increased turnover intention (β = 0.418), making it the strongest predictor among the variables examined.
Together, these three factors explained 52.5% of the variation in employees' turnover intention, indicating that workplace experience plays a substantial role in determining whether Generation Z employees choose to remain with or leave an organization.
Stress Extends Beyond the Workplace
The study also identified specific workplace issues affecting young banking employees.
Respondents reported the lowest levels of satisfaction regarding pay fairness relative to workload and career promotion transparency. Within the work-life balance dimension, employees indicated that work frequently interfered with their personal lives.
Perhaps most concerning, the highest work stress indicators were sleep disturbances and physical fatigue, suggesting that workplace pressure affects not only employees' mental well-being but also their physical health. Meanwhile, the strongest turnover indicator was employees' intention to actively search for alternative jobs.
Practical Implications for the Banking Industry
The findings suggest that improving employee retention requires more than simply increasing salaries.
Banks may benefit from:
- reviewing compensation to ensure fairness relative to workload;
- implementing transparent, merit-based promotion systems;
- expanding flexible working arrangements where possible;
- strengthening mental health and employee well-being programs;
- reducing excessive workloads and improving supervisory support.
Because work stress showed the largest statistical effect, stress management should become a strategic priority for human resource policies targeting Generation Z employees.
The results also reinforce the Job Demands-Resources (JD-R) Theory, which proposes that excessive job demands increase psychological strain while workplace resources—such as job satisfaction and work-life balance—help employees remain committed to their organizations.
As Dania Kemala Sari and Dr. Dian Indiyati of Telkom University explain through their findings, Generation Z bank employees can still report moderate levels of job satisfaction and work-life balance, yet experience high turnover intention when work stress becomes overwhelming. In this context, reducing job demands appears to be just as important as improving workplace benefits.
Wider Significance
The research has implications beyond Indonesia's banking industry.
Organizations employing large numbers of Generation Z workers may face similar retention challenges if workplace stress is not effectively managed. Businesses, human resource professionals, and policymakers can use these findings to design healthier work environments that support employee well-being while reducing costly staff turnover.
The researchers also note that the study focused exclusively on bank employees in Bandung and recommend future research involving other industries, regions, and additional organizational factors to provide broader evidence across Indonesia.
Author Profile
Dania Kemala Sari is a researcher from the Master of Management Program, Faculty of Economics and Business, Telkom University, Bandung, Indonesia. Her research focuses on human resource management, organizational behavior, job satisfaction, work-life balance, work stress, and employee turnover intention.
Dian Indiyati is a lecturer at the Faculty of Economics and Business, Telkom University. Her expertise includes human resource management, organizational culture, intellectual capital, competitive advantage, and organizational behavior.
Source
Article Title: The Effect of Job Satisfaction, Work-Life Balance, and Work Stress on Turnover Intention among Generation Z Employees in the Banking Sector of Bandung City
Authors: Dania Kemala Sari & Dian Indiyati
Journal: Formosa Journal of Multidisciplinary Research (FJMR)
Publication Year: 2026
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