The Impact of Reality Shock on Turnover Intention among Generation Z Employees: Evidence from China
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This study investigates how reality shock shapes turnover intention and examines the moderating roles of realistic job preview (RJP), training, and inclusive leadership. Based on survey data from 226 Gen Z employees in China, regression analyses show that reality shock significantly increases turnover intention. Contrary to conventional expectations, however, RJP, training, and inclusive leadership did not mitigate this effect; instead, they amplified the positive relationship between reality shock and turnover intention. These findings suggest that Gen Z's digital-native characteristics, value-driven career orientation, and preference for flexible work arrangements heighten tensions with traditional management practices, making expectation-reality gaps more likely to trigger turnover intentions. This study enriches the understanding of Gen Z's distinctive turnover behavior and provides empirical insights for organizations seeking to retain and manage this cohort more effectively.
Abstract
This study investigates how reality shock shapes turnover intention and examines the moderating roles of realistic job preview (RJP), training, and inclusive leadership. Based on survey data from 226 Gen Z employees in China, regression analyses show that reality shock significantly increases turnover intention. Contrary to conventional expectations, however, RJP, training, and inclusive leadership did not mitigate this effect; instead, they amplified the positive relationship between reality shock and turnover intention. These findings suggest that Gen Z's digital-native characteristics, value-driven career orientation, and preference for flexible work arrangements heighten tensions with traditional management practices, making expectation-reality gaps more likely to trigger turnover intentions. This study enriches the understanding of Gen Z's distinctive turnover behavior and provides empirical insights for organizations seeking to retain and manage this cohort more effectively.