Job Satisfaction, Job Dissatisfaction and Turnover Intention of Generation Z Employees Based on Herzberg's Two-Factor Theory: Evidence from Primary Schools in China
DOI:
https://doi.org/10.54097/f52gcm88Keywords:
Generation z employees, Herzberg's two-factor theory, Job satisfaction, Job dissatisfaction, Turnover intention, Primary school in chinaAbstract
Drawing on Herzberg's Two-Factor Theory, this study examines the theoretically hypothesized relationships among job factors, job satisfaction, job dissatisfaction, and turnover intention among Generation Z employees working in primary schools in China. An explanatory sequential mixed-methods design was employed. Structural equation modeling (SEM) was first conducted using 413 valid questionnaires, followed by thematic analysis of interview data from 15 participants. The qualitative findings were used to complement the quantitative results, and the two sets of findings were integrated through a joint display. The results show that work atmosphere is significantly and negatively associated with job dissatisfaction, while career development opportunities and work meaningfulness are significantly and positively associated with job satisfaction. The path between compensation and benefits and job dissatisfaction did not reach statistical significance. Job dissatisfaction is strongly and positively associated with turnover intention, whereas job satisfaction is weakly and negatively associated with turnover intention. Bootstrap results support three specific indirect effects: work atmosphere has a negative indirect relationship with turnover intention through job dissatisfaction, while career development opportunities and work meaningfulness each have a negative indirect relationship with turnover intention through job satisfaction. The corresponding indirect effect of compensation and benefits was not supported. The interview findings further indicate that positive and negative work experiences can coexist and that thoughts of leaving are predominantly latent and conditional. Overall, this study provides partial empirical support for the applicability of Herzberg’s Two-Factor Theory in this research context. Given the cross-sectional design, the findings should be interpreted primarily as statistical associations among variables rather than as established causal relationships.
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