Understanding Turnover Intentions among Generation Z Employees: The Role of Individual, Organizational, and Contextual Factors
(A2026-133949)

AUTHORS

Helena Liang, ESPM; Maria Eduarda Canto, ESPM; Thelma Rocha Rodrigues, ESPM; Suzi Dias, ESPM

ABSTRACT

This study examines how individual (mental health, job satisfaction), organizational (leadership, coworker relationships, growth opportunities), and contextual factors (family/friend influence) shape turnover intentions among Generation Z employees in Brazil. A quantitative design was employed using an online survey with 300 Gen Z workers (18-30). The findings indicate that mental health, perceived growth opportunities, and family/friend influence are significant predictors. Poor mental health and limited development opportunities increased the likelihood of leaving. Crucially, external encouragement from family and friends also heightened turnover intention, suggesting that social support functions as a driver of career mobility, rather than a retention mechanism, for this generation. Traditional retention factors like job satisfaction and leadership were less influential.