Gen Z in the Workplace: The Relationship of Organizational Support, Work Engagement, and Turnover Intention

With the emergence of Generation Z (Gen Z) in the workplace, organizations are challenged to adapt their management practices to suit the values and expectations of this new workforce. This study examined the relationships among perceived organizational support (POS), work engagement (WE), and turnover intention (TI) among Gen Z employees in the Philippines. Using a correlational research design, data were collected from 529 respondents aged 18–27 through standardized questionnaires, including the Perceived Organizational Support Scale, Utrecht Work Engagement Scale, and Turnover Intention Scale (TIS-6). Results revealed a moderate positive correlation between POS and WE (r = 0.525, p < .001) and significant negative correlations between POS and TI (r = –0.578, p < .001), and between WE and TI (r = –0.358, p < .001). These findings suggest that when Gen Z employees perceive high organizational support, they are more engaged and less likely to intend to leave. The study underscores the importance of cultivating supportive organizational environments and professional growth opportunities to foster retention and productivity. Practical implications point toward developing adaptive human resource policies and engagement initiatives aligned with Gen Z’s professional values and needs.