Published: 2025-02-01

Pengaruh Work Engagement, Job Satisfaction, Workaholism dan Burnout Terhadap Turnover Intention pada Karyawan Generasi Milenial di Kabupaten Lamongan

DOI: 10.35870/jemsi.v11i1.3487

Muhammad Robah Pamungkas, Muhammad Sulton
  • Muhammad Robah Pamungkas: ITB Ahmad Dahlan , Indonesia
  • Muhammad Sulton: ITB Ahmad Dahlan , Indonesia
Issue Cover

Downloads

Article Metrics
Share:

Abstract

This study aims to examine the effect of Employee well-being (Work Engagement, job satisfaction, burnout, and Workaholism) on Turnoverintention among millennial employees in Lamongan Regency. Data collection was conducted through a questionnaire filled out by 350 millennial respondents in Lamongan Regency. The analysis tool used was IBM SPSS version 29.0 for Windows. The results showed that Work Engagement (X1) had a negative but insignificant effect on Turnover Intention (Y), while Job Satisfaction (X2) had a negative and significant effect on Turnover Intention (Y). Meanwhile, Workaholism (X3) had a positive and significant effect on Turnover Intention (Y), and Burnout (X4) also had a positive and significant effect on Turnover Intention (Y). These findings highlight the importance of the role of managing Employee Well-Being which includes Work Engagement, job satisfaction, burnout, and Workaholism, because it can have an impact on Turnoverintention among the millennial generation in Lamongan Regency. The managerial implications of this study emphasize the importance of addressing aspects of employee well-being (Work Engagement, job satisfaction, burnout, and Workaholism) to mitigate problems related to Turnover Intention among the millennial generation in Lamongan Regency.

Keywords

Employee Well-Being ; Work Engagement ; Job Satisfaction ; Workaholic ; Burnout ; Turnover Intention

Peer Review Process

This article has undergone a double-blind peer review process to ensure quality and impartiality.

Indexing Information

Discover where this journal is indexed at our indexing page to understand its reach and credibility.

Open Science Badges

This journal supports transparency in research and encourages authors to meet criteria for Open Science Badges by sharing data, materials, or preregistered studies.

How to Cite

Pamungkas, M. R., & Sulton, M. (2025). Pengaruh Work Engagement, Job Satisfaction, Workaholism dan Burnout Terhadap Turnover Intention pada Karyawan Generasi Milenial di Kabupaten Lamongan. JEMSI (Jurnal Ekonomi, Manajemen, Dan Akuntansi), 11(1), 87-97. https://doi.org/10.35870/jemsi.v11i1.3487
Article Information

This article has been peer-reviewed and published in the JEMSI (Jurnal Ekonomi, Manajemen, dan Akuntansi). The content is available under the terms of the Creative Commons Attribution 4.0 International License.

  • Issue: Vol. 11 No. 1 (2025)

  • Section: Articles

  • Published: %750 %e, %2025

AI Research Hub

This article is indexed and available through various AI-powered research tools and citation platforms. Our AI Research Hub ensures that scholarly work is discoverable, accessible, and easily integrated into the global research ecosystem. By leveraging artificial intelligence for indexing, recommendation, and citation analysis, we enhance the visibility and impact of published research.

Semantic Scholar Scite Dimensions Connected Papers
Scholarly Connection Platforms
Dimensions Dimensions Connected Papers Connected Papers Scite Scite Google Scholar Google Scholar Semantic Scholar Semantic Scholar Garuda Garuda Scilit Scilit Crossref Crossref BASE BASE Zenodo Zenodo Unpaywall Unpaywall OpenCitations OpenCitations
Author Biographies
Muhammad Robah Pamungkas
Google Scholar ResearchGate ORCID

Manajemen, Fakultas Ekonomi dan Bisnis, ITB Ahmad Dahlan, Lamongan, Jawa Timur, Indonesia.

Muhammad Sulton
Google Scholar ResearchGate ORCID

Manajemen, Fakultas Ekonomi dan Bisnis, ITB Ahmad Dahlan, Lamongan, Jawa Timur, Indonesia.

References
  • Al Fikri, M. F. (2024). Pengaruh Stres Kerja Terhadap Turnover Intention Pada Karyawan Generasi Milenial: Peran Moderasi Komitmen Afektif Organisasi. Buletin Riset Psikologi dan Kesehatan Mental.
    Google Scholar Scite Semantic Scholar Scilit Crossref Connected Papers
  • Anantatmula, V. S., & Shrivastav, B. (2012). Evolution of project teams for Generation Y workforce. International Journal of Managing Projects in Business, 5(1), 9-26. https://doi.org/10.1108/17538371211192874.
    Google Scholar Scite Semantic Scholar Scilit Crossref Connected Papers
  • Bakker, A. B., & Oerlemans, W. G. (2011). Subjective well-being in organizations.
    Google Scholar Scite Semantic Scholar Scilit Crossref Connected Papers
  • Bliese, P. D., Edwards, J. R., & Sonnentag, S. (2017). Stress and well-being at work: A century of empirical trends reflecting theoretical and societal influences. Journal of Applied psychology, 102(3), 389.
    Google Scholar Scite Semantic Scholar Scilit Crossref Connected Papers
  • Fleeton, T. (2024). Job Satisfaction among Generation Z and Millennials in the Mental Health Field.
    Google Scholar Scite Semantic Scholar Scilit Crossref Connected Papers
  • 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), 100-111.
    Google Scholar Scite Semantic Scholar Scilit Crossref Connected Papers
  • Madiistriyatno, H. (2020). Generasi Milenial Tantangan Membangun Komitmen Kwereja/Bisnis dan Adversity Quotient (AQ).
    Google Scholar Scite Semantic Scholar Scilit Crossref Connected Papers
  • Maharani, L. E., & Nugroho, N. E. (2024). PENGARUH JOB SATISFACTION, PERCEIVED ORGANIZATIONAL SUPPORT, WORK ENVIRONMENT TERHADAP TURNOVER INTENTION PADA KARYAWAN PT MITRA ANDALAN LOGISTIK CABANG SURABAYA. Jurnal Ilmu dan Riset Manajemen (JIRM), 13(4).
    Google Scholar Scite Semantic Scholar Scilit Crossref Connected Papers
  • Nabawanuka, H., & Ekmekcioglu, E. B. (2022). Millennials in the workplace: perceived supervisor support, work–life balance and employee well–being. Industrial and Commercial Training, 54(1), 123-144.
    Google Scholar Scite Semantic Scholar Scilit Crossref Connected Papers
  • Rahmawati, D. A., & Widyantoro, H. (2023). Pengaruh work stress dan job burnout terhadap turnover intention. Jurnal Bahana Manajemen Pendidikan, 12(2), 1-9.
    Google Scholar Scite Semantic Scholar Scilit Crossref Connected Papers
  • Rahmawati, N., & Abadiyah, R. The Impact of Employee Engagement and Work Engagement on Turnover Intention With Job Satisfaction as Intervening Variable on Medical Workers Hospital Sidoarjo: Pengaruh Employee Engagement dan Work Engagement Terhadap Turnover Intention dengan Kepuasan Kerja Sebagai Variabel Intervening pada Tenaga Kesehatan Rumah Sakit di Sidoarjo. https://doi.org/10.21070/ups.5544.
    Google Scholar Scite Semantic Scholar Scilit Crossref Connected Papers
  • Scanlan, J. N., Meredith, P., & Poulsen, A. A. (2013). Enhancing retention of occupational therapists working in mental health: Relationships between wellbeing at work and turnover intention. Australian occupational therapy journal, 60(6), 395-403. https://doi.org/10.1111/1440-1630.12074.
    Google Scholar Scite Semantic Scholar Scilit Crossref Connected Papers
  • Sugiyono, S. (2017). Metode Penelitian Kuantitatif Kualitatif dan R&D. Bandung: Alfabeta. Procrastination And Task Avoidance: Theory, Research and Treatment. New York: Plenum Press, Yudistira P, Chandra.
    Google Scholar Scite Semantic Scholar Scilit Crossref Connected Papers
  • Wulandari, V. T., & Hafidz, G. P. (2023). The Influence of Job Stress, Workaholism and Work Engagement on Job Satisfaction and Turnover Intention in the Garment Industry. International Journal of Social Science, Education, Communication and Economics (SINOMICS JOURNAL), 2(2), 341-354. https://doi.org/10.54443/sj.v2i2.142.
    Google Scholar Scite Semantic Scholar Scilit Crossref Connected Papers
  • Zheng, C., Kashi, K., Fan, D., Molineux, J., & Ee, M. S. (2016). Impact of individual coping strategies and organisational work–life balance programmes on Australian employee well-being. The International Journal of Human Resource Management, 27(5), 501-526. https://doi.org/10.1080/09585192.2015.1020447.
    Google Scholar Scite Semantic Scholar Scilit Crossref Connected Papers
License & Copyright

Authors who publish with this journal agree to the following terms:

1. Copyright Retention and Open Access License

Authors retain copyright of their work and grant the journal non-exclusive right of first publication under the Creative Commons Attribution 4.0 International License (CC BY 4.0).

This license allows unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited.

2. Rights Granted Under CC BY 4.0

Under this license, readers are free to:

  • Share — copy and redistribute the material in any medium or format
  • Adapt — remix, transform, and build upon the material for any purpose, including commercial use
  • No additional restrictions — the licensor cannot revoke these freedoms as long as license terms are followed

3. Attribution Requirements

All uses must include:

  • Proper citation of the original work
  • Link to the Creative Commons license
  • Indication if changes were made to the original work
  • No suggestion that the licensor endorses the user or their use

4. Additional Distribution Rights

Authors may:

  • Deposit the published version in institutional repositories
  • Share through academic social networks
  • Include in books, monographs, or other publications
  • Post on personal or institutional websites

Requirement: All additional distributions must maintain the CC BY 4.0 license and proper attribution.

5. Self-Archiving and Pre-Print Sharing

Authors are encouraged to:

  • Share pre-prints and post-prints online
  • Deposit in subject-specific repositories (e.g., arXiv, bioRxiv)
  • Engage in scholarly communication throughout the publication process

6. Open Access Commitment

This journal provides immediate open access to all content, supporting the global exchange of knowledge without financial, legal, or technical barriers.

Similar Articles

You may also start an advanced similarity search for this article.