Generation Z and the Dynamics of Turnover: Insights from a Qualitative Study

Abstract: Generation Z refers to individuals born between 1997 and 2012. Several studies indicate that this generation tends to have high expectations regarding flexibility, open communication, and alignment between work and personal passion. This study aims to explore Generation Z’s perspectives on employee turnover phenomena within Elgaleri Company. A descriptive qualitative approach was employed, with data collected through semi-structured interviews with five former employees and field observations. The research informants were members of Generation Z who had at least two months of work experience and had either experienced or considered resigning from their workplace. The findings reveal that turnover decisions were influenced by misalignment between work roles and personal passion, limited opportunities for career development, insufficient two-way communication, and an inflexible work environment. The implications highlight the necessity of adopting more adaptive human resource management strategies, particularly in terms of career development, internal communication, and the creation of flexible work environments to mitigate turnover risks among Generation Z employees.