Technostress and perceived disadvantages of flexible work arrangements as predictors of turnover intention: Testing the mediating role of work engagement among Generation Z in Indonesia’s hybrid workforce

Aim/purpose – This study examines how technostress and perceived disadvantages of flexible work arrangements relate to turnover intention among Generation Z employees in Indonesia’s hybrid work settings, with work engagement serving as a potential mediator.

Design/methodology/approach – A quantitative cross-sectional design was employed using an online survey of 235 Generation Z employees working in hybrid or work from anywhere arrangements. Data were analyzed using partial least squares structural equation modeling (PLS-SEM) with SmartPLS.

Findings – Technostress is positively associated with turnover intention, indicating that higher digital demands are linked to stronger withdrawal intentions among Gen Z employees. Technostress also shows a positive relationship with work engagement, suggesting that, in hybrid work contexts, certain technological pressures may be interpreted as motivating challenges rather than as purely hindrance stressors. Work engagement is negatively related to turnover intention, highlighting its protective role within digitally intensive environments. However, the indirect effect of technostress on turnover intention through work engagement was not statistically significant; therefore, the proposed mediation effect was not confirmed. Perceived disadvantages of flexible work arrangements are positively associated with turnover intention, suggesting that dissatisfaction with flexibility may drive turnover intentions.

Research implications/limitations – The findings highlight the context-dependent nature of technostress and suggest that established job demands-resources assumptions may operate differently in digitally intensive hybrid work settings. The cross-sectional design limits causal inference, and the focus on Indonesian Gen Z employees may constrain generalizability. Future research could apply longitudinal or comparative designs and further refine the measurement of flexibility-related mechanisms.

Originality/value/contribution – This study contributes by empirically examining the direct and indirect relationships among technostress, work engagement, and turnover intention among Generation Z employees in Indonesia’s hybrid work context, while also examining the direct role of perceived disadvantages of flexible work arrangements in explaining turnover intention.