Effect of Green Work-Life Balance and Career Development on Turnover Intention with Employee Engagement as a Mediating Variable

Generation Z is increasingly becoming a dominant force in the workforce, introducing new perspectives on work and evolving expectations of employers. This generational shift significantly influences organizational sustainability, particularly in the retail industry, which is known for its relatively high employee turnover. This research investigates the impact of green work-life balance and career development on turnover intention, with employee engagement serving as a mediating variable among Generation Z employees in Jakarta’s retail sector. A quantitative research method was adopted, utilizing the primary data obtained through a questionnaire distributed to 140 participants. The data were analyzed using the Structural Equation Modeling–Partial Least Squares (SEM-PLS) approach. The findings reveal that green work-life balance has a negative and significant impact on Turnover Intention, and Career Development also has a negative and significant effect. Additionally, green work-life balance positively and significantly influences Employee Engagement and Career Development also has a positive and significant effect on Employee Engagement. Employee Engagement had a negative and significant effect on Turnover Intention. Mediation analysis indicates that Employee Engagement significantly and negatively mediates the relationship between green work and life balance and turnover intention, as well as the relationship between Career Development and Turnover Intention. These findings suggest that that enhancing green work-life balance and career development can strengthen employee engagement and reduce turnover intention among Generation Z employees in the retail sector.