The Effect of Role Ambiguity and Role Overload on The Turnover Intention of Generation Z Employees in Tasikmalaya

This research investigates how role ambiguity and role overload influence turnover intention among Generation Z employees in Tasikmalaya, Indonesia. The study was inspired by the growing trend of job switching among younger workers, which is often associated with unclear job expectations and excessive workload demands. A quantitative method with an explanatory design was adopted to analyze the relationships among the studied variables. Data were gathered through questionnaires administered to 96 Generation Z employees selected via purposive sampling. The dataset was processed and analyzed using SPSS software, employing validity, reliability, and multiple linear regression tests. The findings demonstrate that both role ambiguity and role overload exert a positive and significant effect on turnover intention, suggesting that when job roles are vague and workloads are excessive, employees are more inclined to resign. Collectively, these variables account for a considerable portion of the variance in turnover intention, underscoring their significance in understanding employee retention dynamics. The implications highlight that organizations must clearly define job roles and manage workload distribution effectively to minimize turnover among young employees. Furthermore, this study enriches the field of human resource management by offering insights into psychological and organizational factors that shape employee commitment and retention, particularly within the Generation Z workforce.