Construction analysis of predictor variables that explain labor turnover problems among millennials employees


  • Agus Budhi Santosa STIE Yapan, Indonesia



Construct Variables, Millennial Employees, Predictor Analysis, Turnover


Turnover is a problem for which no solution or prevention has yet been found, because there is no measuring tool that can be used to predict turnover. So this research aims to construct variables as predictors for analyzing the potential turnover of millennial employees, as well as testing external factors such as management systems and work environments as well as individual factors as variables that influence turnover in millennial employees. The research, which took 86 millennial employee respondents from five manufacturing companies in East Java, was measured using the General Aptitude Test Battery (GATB) and Minnesota Importance Questionnaire (MIQ) as predictors. Data analysis used descriptive statistics and testing used analysis of variance (Anava) which proves that external factors, namely job expansion and work environment, have probability values that construct external factors and influence the emergence of turnover in millennial employees, as well as probability values for individual factors that are constructed The variables of workforce agility, job satisfaction, work adjustment, and adversity questions are able to provide an optimal contribution in predicting the emergence of turnover among millennial employees after two years of work or before one year of the employment contract ends.


Ahn, J. Y., & Chaoyu, W. (2019). Job stress and turnover intention revisited: Evidence from Korean firms. Problems and Perspectives in Management, 17(4), 52–61.

Andriani, R. (2020). Pengaruh Organizational Citizenship Behavior, Komitmen Organisasi, Stres Kerja Dan Kepuasan Kerja Terhadap Turnover Intention Pada PT. Kuala Mina Persada. Widya Cipta: Jurnal Sekretari Dan Manajemen, 4(1), 34–39.

Antón Rubio, C., Grueso Hinestroza, M. P., & López-Santamaría, M. (2023). Work Adjustment in an Employment Program for Colombian People Involved in Armed Conflict: A Multilevel Mixed-Methods Case Study. Social Sciences, 12(2).

Chavadi, C. A., Sirothiya, M., & M R, V. (2022). Mediating Role of Job Satisfaction on Turnover Intentions and Job Mismatch Among Millennial Employees in Bengaluru. Business Perspectives and Research, 10(1), 79–100.

Chi, J., Leuty, M. E., Bullock-Yowell, E., & Dahlen, E. R. (2019). Work Value Differentiation and Profile Elevation: What Do They Predict? Journal of Career Assessment, 27(4), 693–710.

Cleff, T. (2019). Applied Statistics and Multivariate Data Analysis for Business and Economics. In Applied Statistics and Multivariate Data Analysis for Business and Economics.

Dalgic, A., & Akgunduz, Y. (2022). Relationships among Organizational-Based Self-Esteem, Social Exchange, and Turnover Intention of Hotel Employees: Impact of Job Dedication. Journal of Quality Assurance in Hospitality and Tourism, 23(1), 176–195.

Goodboy, A. K., & Martin, M. M. (2020). Omega over alpha for reliability estimation of unidimensional communication measures. Annals of the International Communication Association, 44(4), 422–439.

Griffin, R. W., & Moorhead, G. (2014). Organizational Behavior: Managing People and Organizations.

Hamilton, D. E. (2020). Retention and turnover of millennials in the workplace. Retention and Turnover of Millennials in the Workplace, March, 1–205.

Hudiono, E., & Sari, R. L. (2022). Retaining Millennial Employees in the Workplace: a Literature Review. Journal of Business Studies and Mangement Review, 6(1), 32–37.

Ingsih, K., Budiantoro, R. A., Hasanatina, F. H., & Ali, S. (2022). Work-life Balance and Compensation on Performance with Job Satisfaction as an Intervening Variable for Millennial Generation Banking Employees. Jurnal Manajemen Bisnis, 13(2), 255–276.

Kusumawati, E., Sofiah, D., & Prasetyo, Y. (2021). Keterikatan kerja dan Tingkat Turnover Intention pada Karyawan Generasi Milenial dan Generasi Z. Sukma: Jurnal Penelitian Psikologi, 2(2), 103.

Lestari, Y. T., Al Ma’ruf, M. S., & Sanjaya, V. F. (2020). Jurnal Manajemen Diversifikasi Jurnal Manajemen Diversifikasi. Jurnal Manajemen, 1(1), 1–11.

Lim, T., Indah, Y., & Dini, F. (2023). The Mediating Role of Job Satisfaction on Gen Z Employees Turnover Intention. International Journal of Educational Management and Innovation, 4(3), 2716–2338.

Mahardiana, L., Kaseng, S., & Kornelius, Y. (2022). Workload effect on Adversity Quotient through Emotional Quotient as Intervening Variable in Palu City Supermarket. JBMP (Jurnal Bisnis, Manajemen Dan Perbankan), 8(2), 143–150.

Nasir, M., Syahnur, M. H., & Hasan, M. (2022). Faktor yang Mempengaruhi Turnover Intention Karyawan (Studi Kasus : PT. BANK SYARIAH INDONESIA, Tbk KC MAKASSAR 2). JMBI UNSRAT (Jurnal Ilmiah Manajemen Bisnis Dan Inovasi Universitas Sam Ratulangi)., 9(1), 16–29.

Neuenschwander, M. P., & Hofmann, J. (2022). Career Decision, Work Adjustment, and Person–Job Fit of Adolescents: Moderating Effects of Parental Support. Journal of Career Development, 49(1), 76–89.

Prahara, S. A., Dewi, R. P., & Astuti, K. (2020). The millennials: Adversity intelligence and work engagement. Journal of Psychology and Instruction, 4(3), 71–76.

Putro, T. A. D., Ajeng, N., & Qomariyah, O. (2020). Stres Kerja, Keterlibatan Kerja, dan Intensi Turnover Pada Generasi Milenial. Psikostudia : Jurnal Psikologi, 9(2), 154.

Rahman, S. M. (2020). Relationship between Job Satisfaction and Turnover Intention: Evidence from Bangladesh. Asian Business Review, 10(2), 99–XX.

Shari, W. S., Winarsunu, T., & Syakarofath, N. A. (2022). Peran adversity quotient terhadap work-life balance karyawan. Cognicia, 10(2), 86–92.

Singh, V., Verma, S., & Chaurasia, S. (2020). Intellectual structure of multigenerational workforce and contextualizing work values across generations: a multistage analysis. International Journal of Manpower, 42(3), 470–487.

Skelton, A. R., Nattress, D., & Dwyer, R. J. (2020). Predicting manufacturing employee turnover intentions. Journal of Economics, Finance and Administrative Science, 25(49), 101–117.

Stephen P. Robbins, T. A. J. (2016). Organizational Behaviour 17th Edition. In Angewandte Chemie International Edition, 6(11), 951–952.

Sulistiobudi, R. A., & Hutabarat, H. N. (2022). Adaptation of Work Values Instrument in Indonesian Final Year University Students. Frontiers in Psychology, 13(May), 1–9.

Susanti, Y. F., Tinggi, S., & Kipuw, T. S. (2022). The Effect of Hybrid working on Millennial Employee Engagement and its’ Effect on Turnover Intention A case study of Indonesian Financial non-Bank company. 5thInternational CEO Communication, Economics, Organization &Social Sciences Congress, 1071–1076.

Susilo, J., & Satrya, I. G. B. H. (2019). Pengaruh Kepuasan Kerja Terhadap Turnover Intention Yang Dimediasi Oleh Komitmen Organisasional Karyawan Kontrak. E-Jurnal Manajemen Universitas Udayana, 8(6), 3700.

Wicaksono, R. S. (2020). Work Engagement sebagai Prediktor Turnover Intention pada Karyawan Generasi Millennial di PT Tri-Wall Indonesia. Acta Psychologia, 2(1), 55–62.

Yuniasanti, R., Binti Abas, N. A. H., & Hamzah, H. (2019). Employee turnover intention among Millennials: The role of psychological well-being and experienced workplace incivility. HUMANITAS: Indonesian Psychological Journal, 16(2), 74.

Yusuf Novriyan, A., Indriasari, I., Violinda, Q., PGRI Semarang Jl Sidodadi Timur No, U., Semarang Timur, K., Semarang, K., & Tengah kode pos, J. (2023). MANABIS (Jurnal Manajemen dan Bisnis) PENGARUH MANAJEMEN TALENTA DAN WORKFORCE AGILITY TERHADAP KINERJA KARYAWAN PT. HUTAN MAKMUR INDONESIA. Media Eletronik, 2(1), 64–72.




How to Cite

Budhi Santosa, A. (2024). Construction analysis of predictor variables that explain labor turnover problems among millennials employees . International Journal of Applied Finance and Business Studies, 11(4), 791–800.