Understanding Intention to Quit among Gen Z Employees in Startup Companies : A Career Adaptability Approach with Dual Moderators Alnisa Min Fadlillah, Tri Siwi Agustina, Praptini Yulianti
a). Doctoral of Management Science Department, Faculty of Economics and Business, University of Airlangga
b). Management Department, Faculty of Economics and Business, National Development University ^Veteran^ Jakarta, Jakarta
Abstract
In Indonesia^s rapidly evolving startup ecosystem, Generation Z is emerging as a critical workforce segment, yet faces alarmingly high turnover rates. This study investigates the psychological and contextual factors influencing Gen Z employees^ intention to quit, focusing on the role of proactive personality and career adaptability, and the moderating effects of perceived organizational support and perceived social support. Utilizing a cross-sectional survey of 273 startup employees in Jakarta and moderated mediation analysis via PROCESS Macro 4.2, findings reveal that proactive personality significantly enhances career adaptability, which in turn strongly reduces turnover intention. Both traits independently and jointly contribute to retention, especially when contextual supports are high. Perceived Organizational Support and Perceived Social Support not only moderate the direct effects of these traits on intention to quit but also amplify the mediating role of adaptability. These findings underscore the importance of aligning internal traits with supportive environments to effectively reduce early turnover among Gen Z employees. The study provides practical insights for startups seeking to strengthen talent retention by fostering both individual career resources and psychosocial supports.
Keywords: Proactive Personality, career Adaptability, Intention to quit, gen Z employee, Startup
