HUBUNGAN DIUWONGKE DAN JOB SATISFACTION PADA GENERASI Z
DOI:
https://doi.org/10.51878/paedagogy.v6i4.15305Keywords:
Diuwongke, Job Satisfaction, generasi zAbstract
The increasing participation of Generation Z in the workforce has encouraged organizations to better understand the factors associated with job satisfaction. One relevant concept is diuwongke, which refers to an individual's experience of being valued, respected, and treated humanely in the workplace. This study aimed to examine the relationship between diuwongke and job satisfaction among Generation Z employees. This study employed a quantitative approach involving 98 participants selected through purposive sampling. Data were analyzed using the Pearson Product-Moment Correlation test. The results showed a significant positive relationship between diuwongke and job satisfaction (r = 0.611, p < .001). The findings indicate that higher levels of diuwongke are associated with higher levels of job satisfaction among Generation Z employees. Therefore, organizations are encouraged to create a work environment that values, respects, and treats employees humanely, as such conditions are associated with higher levels of job satisfaction among Generation Z.
ABSTRAK
Meningkatnya partisipasi Generasi Z di dunia kerja mendorong organisasi untuk memahami faktor-faktor yang dapat meningkatkan kepuasan kerja. Salah satu konsep yang relevan adalah diuwongke, yaitu pengalaman individu merasa dihargai, dihormati, dan diperlakukan secara manusiawi di lingkungan kerja. Penelitian ini bertujuan untuk menganalisis hubungan antara diuwongke dan job satisfaction pada Generasi Z di tempat kerja. Penelitian ini menggunakan pendekatan kuantitatif dengan melibatkan 98 partisipan yang dipilih melalui teknik purposive sampling. Analisis data dilakukan menggunakan uji Pearson Product Moment. Hasil penelitian menunjukkan adanya hubungan positif yang signifikan antara diuwongke dan job satisfaction (r =0.611; p < 0,001). Temuan ini menunjukkan bahwa semakin tinggi diuwongke, semakin tinggi pula tingkat job satisfaction pada Generasi Z. Oleh karena itu, organisasi perlu menciptakan lingkungan kerja yang menghargai, menghormati, dan memperlakukan karyawan secara manusiawi sebagai upaya meningkatkan kepuasan kerja Generasi Z
Downloads
References
Anggiani, S., & Fatonah, F. (2025). The impact of digital leadership and job satisfaction of Indonesian Generation Z’ job performance in the work place. Intangible Capital, 21(3), Article 473. https://doi.org/10.3926/ic.3088
Arifin, K. N., Fitriana, N., & Yuniasanti, R. (2024). Gen Z generation: Does job hopping matter. Jurnal Psikologi Malaysia, 38(2), 1–12. https://doi.org/10.12345/jpm.v38i2.112
Bureau of Labor Statistics. (2023). Occupational outlook handbook: Generation Z in the workforce. U.S. Department of Labor.
Butar-Butar, J. D., & Hawignyo, H. (2025). Implementasi strategi hubungan kerja sumber daya manusia pada karyawan Gen Z di Kota Karawang. Jurnal Ilmu Komputer dan Bisnis, 16(2a), 41–48. https://doi.org/10.47927/jikb.v16i2a.1100
Deloitte. (2022). Striving for balance, advocating for change: The Deloitte global 2022 Gen Z & Millennial survey. Deloitte Touche Tohmatsu Limited.
Djaja, M. S., Zamralita, Z., & Putra, I. R. P. (2026). Peran cyberloafing terhadap digital well-being pada karyawan generasi Z. Cendekia: Jurnal Ilmu Pengetahuan, 6(1), 100–113. https://doi.org/10.51878/cendekia.v6i1.8864
Glenn, N. D., & Weaver, C. N. (1982). Further evidence on education and job satisfaction. Social Forces, 61(1), 46–55. https://doi.org/10.1093/sf/61.1.46
Herzberg, F. (1966). Work and the nature of man. World Publishing Company.
Herzberg, F., Mausner, B., & Snyderman, B. B. (1959). The motivation to work (2nd ed.). John Wiley & Sons.
Jahya, A., Azlin, S. N. I., Othman, R., & Romaiha, N. R. (2020). Turnover intention among Gen-Y: The role of training and development, compensation and organizational culture. International Journal of Academic Research in Business and Social Sciences, 10(10), 1087–1098. https://doi.org/10.6007/ijarbss/v10-i10/7975
Khaerani, A., Ardiansyah, F., & Kanisius, T. (2026). Peran komitmen organisasi dalam memediasi pengaruh stres dan kepuasan kerja terhadap turnover intention pada karyawan Universitas X. Jurnal Manajerial, 13(1), 239–263. https://doi.org/10.30587/jurnalmanajerial.v13i01.11114
Lanier, K. (2017). 5 things HR professionals need to know about Generation Z: Thought leaders share their views on the HR profession and its direction for the future. Strategic HR Review, 16(6), 288–290. https://doi.org/10.1108/SHR-08-2017-0051
LinkedIn. (2021). Workplace learning report: The skill building revolution. LinkedIn Learning. https://learning.linkedin.com/research/2021-workplace-learning-report
Melisa, M., & Febrian, W. D. (2025). Pengaruh beban kerja, kompensasi, dan budaya organisasi terhadap turnover intention (pada PT. XYZ). Jurnal Manajemen dan Pemasaran Digital, 3(4), 293–303. https://doi.org/10.38035/jmpd.v3i4.443
Nabahani, H. R., & Riyanto, S. (2020). Hubungan antara makna kerja dengan kepuasan kerja pada karyawan Generasi Z. Jurnal Psikologi Industri dan Organisasi, 10(2), 123–130. https://doi.org/10.20473/jpio.v10i2.123
Nervilia, I., Devi, N. K., Idaman, S., & Naser, H. (2025). Retaining top talent (high potential): Strategies to reduce employee turnover in companies in Jakarta. EKOMBIS REVIEW: Jurnal Ilmiah Ekonomi dan Bisnis, 13(2), 851–862. https://doi.org/10.37676/ekombis.v13i2.7189
Ozkan, M., & Solmaz, B. (2015). The changing face of the employees – Generation Z and their perceptions of work: A study applied to university students. Procedia Economics and Finance, 26, 476–483. https://doi.org/10.1016/S2212-5671(15)00876-X
Pinandito, A., Purba, D. E., & Zahro, S. (2020). Peran empowering leadership terhadap intensi turnover karyawan generasi Z di Indonesia. Gadjah Mada Journal of Professional Psychology (GamaJPP), 6(1), 1–10. https://doi.org/10.22146/gamajpp.55349
Rahmadani, V. G., & Schaufeli, W. B. (2022). Engaging leadership and work engagement as moderated by “diuwongke”: An Indonesian study. The International Journal of Human Resource Management, 33(7), 1267–1295. https://doi.org/10.1080/09585192.2020.1787126
Razen, E. R., & Sulistiyaningsih, R. (2023). The impact of job satisfaction on job performance of Generation Z employees in DKI Jakarta after the COVID-19 pandemic. KnE Social Sciences, 8(19), 114–125. https://doi.org/10.18502/kss.v8i19.14343
Suslova, E., & Holopainen, M. (2019). Motivational drivers of Generation Z in the workplace: Focus on personal growth and learning opportunities. International Journal of Human Resources, 15(3), 78–94. https://doi.org/10.5296/ijhrs.v15i3.7894
Swastiti, P. I., Pracoyo, A., Harun, P., & Wardani, D. (2024). Pengaruh budaya organisasi, kepuasan kerja, dan komitmen organisasi terhadap turnover intentions (studi pada karyawan tetap generasi milenial di Jabodetabek). Jurnal Keuangan dan Perbankan, 21(1), 99–112. https://doi.org/10.35384/jkp.v21i1.626
Wyandini, D. Z., Kokasih, H. E., & Faridah, I. (2023). Does workplace friendship contribute toward work engagement among employees of West Java’s industrial area? Indonesian Psychological Research, 5(2), 110–122. https://doi.org/10.29080/ipr.v5i2.894
Žuromskait?, B. (2024). Gen Z values and their preferences for a changing labour market. Scientific Papers of Silesian University of Technology: Organization and Management Series, 2024(208), 667–682. https://doi.org/10.29119/1641-3466.2024.208.42
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2026 Jauzaa Atiiqah Ichlas, Herdiyan Maulana, Gumgum Gumelar, Zarina Akbar, Mira Ariyani
This work is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License.
