Determinants of turnover intention in Gen Z employees in commercial banks in Nairobi, Kenya
Date
2025
Authors
Mugambi, C. M.
Journal Title
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Volume Title
Publisher
Strathmore University
Abstract
Across the globe and in Kenya, the labor market is experiencing the entry of Gen Z employees; however, their turnover rate is high. As a result, this study examined the factors affecting turnover intention in Gen Z employees in Nairobi, Kenya. The specific objectives were to examine the effects of job satisfaction, emotional exhaustion, and organizational commitment on turnover in Gen Z employees working in Nairobi. The study was based on Mobley’s Model of the Turnover Process (MTP) and the Conservation of Resources Theory (COR). Positivism philosophy with the descriptive cross-sectional survey design was adopted. The population for this research comprised of Gen Zs employed in banks in in Nairobi. The required sample size for this research is 389, which was obtained using judgmental sampling. the eligibility criteria that were employed included being a Gen Z (1997-2012), and being in the formal workforce. To collect primary data, self-administered structured questionnaires were used, which were distributed using email invitations, Google forms and paper-based questionnaires. The collected data was analyzed using correlations and multiple linear regression through Statistical Package for Social Sciences (SPSS) version 26. The findings revealed a strong and statistically significant positive correlation between emotional exhaustion and turnover intention, indicating that higher levels of emotional exhaustion were associated with increased intentions to leave the organization. Regression analysis further showed that emotional exhaustion was the strongest predictor of turnover intention. These results suggest that when employees experience mental exhaustion, job stress, fatigue, burnout and frustration, they are more likely to consider leaving their jobs. Therefore, organizations that fail to address emotional exhaustion risk losing their younger workforce to burnout-driven turnover. Secondly. The results showed a significant negative correlation between job satisfaction and turnover intention, meaning that as job satisfaction increases, the likelihood of turnover decreases. Regression results confirmed this relationship, indicating that job satisfaction significantly and negatively predicted turnover intention. These findings underscore the importance of cultivating job satisfaction through meaningful work, supportive environments, autonomy and work relationships as a way to minimize employees' intention to leave. In addition, a significant negative correlation was found between organizational commitment and turnover intention, which suggests that employees who feel more emotionally connected and loyal to their organizations are less likely to consider leaving. Regression analysis further supported this finding by showing that organizational commitment was a significant negative predictor of turnover intention. Thus, strengthening commitment through enhancing employees’ pride in their organization, their emotional connection to the organization, sense of loyalty and responsibility, and reciprocity can be a key strategy for retaining Gen Z talent in the banking sector.
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Citation
Mugambi, C. M. (2025). Determinants of turnover intention in Gen Z employees in commercial banks in Nairobi, Kenya [Strathmore University]. http://hdl.handle.net/11071/15799