PERAN WORK LIFE INTEGRATION TERHADAP WORK ENGAGEMENT PADA KARYAWAN GEN Z
DOI:
https://doi.org/10.51878/cendekia.v6i1.9195Keywords:
Karyawan Gen Z, Work Engagement, Work Life IntegrationAbstract
The entry of Generation Z into the workforce requires companies to prioritize work engagement as a strategic priority to maintain employee stability and productivity. This study aims to critically examine the common assumption that Work-Life Integration is a key predictor of work engagement in this generational group. Using a quantitative approach, the study involved 220 Gen Z employees from various industrial sectors in Indonesia, with data analyzed using simple linear regression techniques. The statistical analysis results showed that the hypothesis was rejected, where Work-Life Integration had no significant effect on Work Engagement (p = 0.061), with a very small contribution of only 1.6%. Additional analysis based on demographic aspects also showed no significant differences. The main conclusion of this study indicates that for Gen Z employees, integration between work and personal life has shifted to a basic standard of facilities expected to prevent job dissatisfaction, but its existence is not necessarily a primary driver in increasing their work engagement.
ABSTRAK
Masuknya Generasi Z ke dalam angkatan kerja menuntut perusahaan untuk menempatkan keterikatan kerja (Work Engagement) sebagai prioritas strategis guna menjaga stabilitas dan produktivitas karyawan. Penelitian ini bertujuan untuk menguji secara kritis anggapan umum bahwa Integrasi Kehidupan Kerja (Work Life Integration) merupakan prediktor utama bagi keterikatan kerja pada kelompok generasi ini. Menggunakan pendekatan kuantitatif, penelitian melibatkan 220 karyawan Gen Z dari berbagai sektor industri di Indonesia, dengan data yang dianalisis melalui teknik regresi linear sederhana. Hasil analisis statistik menunjukkan bahwa hipotesis ditolak, di mana Work Life Integration tidak memiliki pengaruh yang signifikan terhadap Work Engagement (p = 0.061), dengan kontribusi yang sangat kecil, yakni hanya 1,6%. Analisis tambahan berdasarkan aspek demografi juga tidak memperlihatkan perbedaan yang signifikan. Simpulan utama studi ini mengindikasikan bahwa bagi karyawan Gen Z, integrasi antara pekerjaan dan kehidupan pribadi telah bergeser menjadi standar fasilitas dasar yang diharapkan untuk mencegah ketidakpuasan kerja, namun keberadaannya tidak serta-merta menjadi pendorong utama dalam meningkatkan keterikatan kerja mereka.
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