WHY WORKPLACE FRIENDSHIPS MATTER: EXAMINING TURNOVER INTENTION AMONG GENERATION Z WORKERS
DOI:
https://doi.org/10.51878/social.v5i3.6940Keywords:
workplace friendship, intensi keluar kerja, karyawan, generasi zAbstract
Workplace friendship, which can be interpreted as an Informal interpersonal relationship built by employees, has various positive impacts and can reduce the intention to leave. Turnover intention describes a person's evaluation of their continued involvement with the company that has not been shown in concrete steps to leave the company. The purpose of this study is to analyze the role of workplace friendship in reducing the turnover rate of generation Z employees. The Workplace friendship variable is measured using the Workplace friendship Scale (WFS) and the turnover Intention variable is measured using the Turnover intention Scale 6 (TIS 6). This study used a non-probability sampling technique, namely convenience sampling. The participants in this study were 210 Generation Z employees with the characteristics of employees who have worked in the age range of 17 - 27 years and have worked at an institution for approximately 1 year. This study uses the JASP 0.19.01 (jeffrey's amazing statistics program) application to process data. The results showed that workplace friendship has a negative relationship with turnover intention with a weak correlation level.
ABSTRAK
Workplace friendship yang dapat diartikan sebagai hubungan interpersonal yang bersifat informal dan dibangun oleh karyawan, memiliki berbagai dampak positif dan dapat mengurangi niat untuk keluar. Turnover intention menggambarkan evaluasi seseorang terhadap kelanjutan keterlibatannya dengan perusahaan yang belum ditunjukan ke dalam langkah konkret untuk keluar dari perusahaan. Tujuan dari penelitian ini adalah untuk menganalisis peran workplace friendship dalam mengurangi tingkat turnover terhadap karyawan generasi Z. Variabel Workplace friendship diukur menggunakan Workplace friendship Scale (WFS) dan variabel Intensi Keluar diukur menggunakan Turnover intention Scale 6 (TIS 6). Penelitian ini menggunakan teknik sampling non-probabilitas, yaitu convenience sampling. Peserta dalam penelitian ini adalah 210 karyawan Generasi Z dengan karakteristik karyawan yang sudah bekerja pada rentang usia 17 - 27 tahun dan sudah bekerja siebuah institusi kurang lebih selama 1 tahun. Studi ini menggunakan aplikasi IBM SPSS Statistics versi 25 untuk mengolah data. Hasil penelitian menunjukkan bahwa workplace friendship memiliki hubungan negative dengan turnover intention dengan tingkat korelasi yang lemah.
Downloads
References
Asgharian, R., et al. (2013). Examining the effect of workplace friendships and job embeddedness on turnover intention: The case of Mashhad as a tourist destination in Iran. International Journal of Business and Management Invention, 2(7), 17–25.1
Azwar, S. (2012). Penyusunan skala psikologi. Pustaka Pelajar.
Bencsik, A., et al. (2016). Y and Z generations at workplaces. Journal of Competitiveness, 8(3), 90–106. https://doi.org/10.7441/joc.2016.03.06
Bilgin, Y. N., & Kiral, B. (2019). The relation between workplace friendship and school culture perception of teachers. European Journal of Education Studies, 5(9). https://doi.org/10.5281/zenodo.2540489
Birmingham, W. C., et al. (2024). Social connections in the workplace. American Journal of Health Promotion, 38(6), 886. https://doi.org/10.1177/08901171241255204b
Cahyoadi, B., & Amalia, R. (2025). Peran kepemimpinan transformasional dalam budaya organisasi dan komitmen perangkat: Studi pada kantor desa Kabupaten Tulungagung. MANAJERIAL Jurnal Inovasi Manajemen Dan Supervisi Pendidikan, 5(2), 508. https://doi.org/10.51878/manajerial.v5i2.6449
Cramarenco, R. E., et al. (2023). The impact of artificial intelligence (AI) on employees’ skills and well-being in global labor markets: A systematic review. Oeconomia Copernicana, 14(3), 731. https://doi.org/10.24136/oc.2023.022
Dietz, L., & Fasbender, U. (2022). Age-diverse workplace friendship: A systematic literature review and recommendations for future research. Work, Aging and Retirement, 8(2), 163–197.2 https://doi.org/10.1093/workar/waab030
Durrah, A. (2022). Do we need friendship in the workplace? The effect on innovative behavior and mediating role of psychological safety. Current Psychology. https://doi.org/10.1007/s12144-022-03949-4
Farel, K. G., et al. (2025). Pengaruh budaya organisasi dan pelatihan terhadap motivasi kerja: Studi kasus PT Regional Economic Development Institute. CENDEKIA Jurnal Ilmu Pengetahuan, 5(3), 918. https://doi.org/10.51878/cendekia.v5i3.6176
Fasbender, U., et al. (2023). Managing the risks and side effects of workplace friendships: The moderating role of workplace friendship self-efficacy. Journal of Vocational Behavior, 143, Article 103875. https://doi.org/10.1016/j.jvb.2023.103875
He, X., et al. (2024). Factors influencing the development of nursing professionalism: A descriptive qualitative study. BMC Nursing, 23(1). https://doi.org/10.1186/s12912-024-01945-6
Ibrahim, I., & Tamrin, U. (2024). Peranan analisis jabatan dalam penempatan pegawai di Kantor Camat Tallo Kota Makassar. CENDEKIA Jurnal Ilmu Pengetahuan, 4(1), 17. https://doi.org/10.51878/cendekia.v4i1.2742
Julianti, J., & Frinaldi, A. (2025). Menggali potensi inovasi budaya di lingkungan organisasi publik. SOCIAL Jurnal Inovasi Pendidikan IPS, 5(2), 351. https://doi.org/10.51878/social.v5i2.5371
Knoll. (2014). What comes after Y? Generation Z: Arriving to the office soon. https://www.knoll.com/media/340/742/Infographic_Generation_Z_3pgs.pdf
Laudert, E. (2018). Generation Z: Utilizing adaptive and authentic leadership to promote intergenerational collaboration at work [Master’s thesis, University of San Diego]. https://digital.sandiego.edu/cgi/viewcontent.cgi?article=1031&context=solesmalscap
Nor, T., & Aslamiah, A. (2025). Strategi kepemimpinan visioner dalam implementasi visi dan misi berbasis kearifan lokal. CENDEKIA Jurnal Ilmu Pengetahuan, 5(1), 126. https://doi.org/10.51878/cendekia.v5i1.4155
Parashakti, R. D., & Astuti, D. (2023). Peran komitmen organisasi pada pengaruh kepuasan kerja terhadap turnover intention. Revenue: Lentera Bisnis Manajemen, 1(1), 1–9.
Pinca, J. (2023). Building bridges to commitment: Investigating employee retention practices and its influence on employees’ retention intention. Zenodo. https://doi.org/10.5281/zenodo.8013383
Rahayu, P., et al. (2025). Pengaruh komitmen kerja dan komunikasi kerja terhadap kinerja dengan organizational citizenship behavior (OCB) sebagai variabel intervening pada karyawan Apartemen Casablanca Mansion. CENDEKIA Jurnal Ilmu Pengetahuan, 5(1), 406. https://doi.org/10.51878/cendekia.v5i1.4622
Singh, A. P., & Dangmei, J. (2016). Understanding the Generation Z: The future workforce. South-Asian Journal of Multidisciplinary Studies, 3(3), 1–5.
Yu-Ping, H., et al. (2020). Workplace friendship, helping behavior, and turnover intention: The mediating effect of affective commitment. Advances in Management and Applied Economics, 10(5), 1–4.
Zarina, A. M., et al. (2018). Securing the future: Retention among Generation Y employees. Journal of Human Resources Management Research, 2018, 1. https://doi.org/10.5171/2018.281654
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2025 SOCIAL : Jurnal Inovasi Pendidikan IPS
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
