Abstract :

This study investigates the factors influencing employee turnover intention by examining the moderating role of quarter-life crisis. A quantitative explanatory approach was employed, with data collected through questionnaires distributed to 80 employees. The analysis was conducted using Partial Least Squares–Structural Equation Modeling (PLS-SEM) with SmartPLS 4. The research is grounded in Social Exchange Theory, which highlights reciprocal relationships between organizations and individuals in the exchange of resources. The findings indicate that work-life balance has a negative effect on turnover intention, while compensation and job insecurity positively influence employees’ intentions to leave the organization. Furthermore, quarter-life crisis was found to strengthen the relationship between work-life balance and turnover intention, but it did not moderate the effects of compensation or job insecurity. These results suggest that organizations need to design retention strategies that focus on enhancing work-life balance, ensuring fair compensation, and reducing job insecurity, particularly for young employees who may be experiencing the challenges of a quarter-life crisis.

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Keywords :

Compensation, Job Insecurity, Quarter-life crisis, Turnover Intention, Work life Balance

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