Abstract
This study explores the factors affecting the turnover intention of Generation Z employees in Hanoi – a city that concentrates a large and dynamic young workforce. From 228 valid responses out of 260 distributed questionnaires, quantitative analysis identified four statistically significant factors: salary and benefits, job pressure, organizational culture, and training and development opportunities. Among these, job pressure was found to exert the strongest impact on employees’ decision to leave. By focusing on Generation Z – a core workforce segment with a high turnover rate – the study addresses an important gap in the existing literature. Based on the findings, several managerial implications are proposed to reduce turnover, including enhancing transparency in compensation policies, fostering a positive work environment, and strengthening career development opportunities.
Key words: Turnover intention, Generation Z, Human resource management, Job pressure, Organizational culture.
JEL classification: J6, J62, J81, J88.
DOI: 10.63767/TCKT.34.2025.132.139
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Ban biên tập Tạp chí Kinh tế & Quản trị Kinh doanh
Phòng 514, Nhà điều hành, trường Đại học Kinh tế & Quản trị Kinh doanh
Địa chỉ: Phường Tân Thịnh, thành phố Thái Nguyên
Email: tapchikt-qtkd@tueba.edu.vn; Điện thoại: 0208.3903373
