Analisis Pengaruh Work-life Balance, Employee Engagement, dan Employee Performance Terhadap Risiko Turnover Intention Generasi Z Di Jawa Timur

Alfaridzi, Alvan (2025) Analisis Pengaruh Work-life Balance, Employee Engagement, dan Employee Performance Terhadap Risiko Turnover Intention Generasi Z Di Jawa Timur. Masters thesis, Institut Teknologi Sepuluh Nopember.

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Abstract

Pertumbuhan angkatan kerja gen Z di Indonesia yang mencapai 71,5 juta jiwa menurut Badan Pusat Statistik (BPS), menghadirkan tantangan baru bagi perusahaan dalam menciptakan lingkungan kerja yang sesuai dengan karakteristik generasi ini. Gen Z dikenal dinamis, melek digital, dan memprioritaskan work-life balance serta nilai-nilai personal dalam pekerjaan. Namun, tingkat keterlibatan atau employee engagement mereka hanya 33% lebih rendah dibandingkan generasi sebelumnya. Hasil survei di Pulau Jawa menunjukkan bahwa sebanyak 69% gen Z berencana untuk mengundurkan diri dari pekerjaan mereka. Hal ini berpotensi menurunkan kinerja perusahaan dan meningkatkan risiko turnover. Penelitian ini bertujuan untuk menganalisis hubungan antara work-life balance, employee engagement, dan employee performance terhadap risiko turnover intention pada generasi Z di Jawa Timur. Penulis menggunakan pendekatan kuantitatif dengan analisis Structural Equation Modeling (SEM-PLS). Data dikumpulkan melalui penyebaran kuesioner kepada karyawan dengan masa kerja minimal enam bulan, dan sebanyak 100 responden dinyatakan valid untuk dianalisis. Hasil penelitian menunjukkan bahwa gen Z di Jawa Timur membutuhkan penerapan work-life balance dan rasa engagement dalam mengurangi niat mereka untuk berpindah kerja atau resign. Peningkatan work-life balance juga akan meningkatkan engagement mereka, namun work-life balance tidak berpengaruh langsung terhadap kinerja. Kemudian penulis menemukan bahwa tingkat turnover gen Z di Jawa Timur tidak dapat diukur dari performa kinerja (employee performance) mereka, yang artinya gen Z tetap akan berkinerja baik/buruk meskipun mereka berniat untuk resign dan kinerja karyawan gen Z meningkat seiring meningkatnya engagement. Implikasi manajerial dari penelitian ini meliputi pengembangan program yang mendukung work-life balance dan menumbuhkan rasa engagement dengan menyediakan kebijakan cuti yang lebih fleksibel, memastikan beban kerja dan lembur sesuai dengan kapasitas, kemudian aktif menyelenggarakan pelatihan pengembangan karyawan dan program apresiasi kinerja.
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The growth of the Gen Z workforce in Indonesia, which reached 71.5 million people, according to the Central Statistics Agency (BPS), presents new challenges for companies in creating a work environment that suits the characteristics of this generation. Gen Z is known to be dynamic, digitally literate, and prioritizes work-life balance and personal values at work. However, their employee engagement rate is only 33% lower than the previous generation. The results of a survey in Java show that as many as 69% of Gen Z plan to resign from their jobs. This has the potential to reduce the company's performance and increase the risk of turnover. This study aims to analyze the relationship between work-life balance, employee engagement, and employee performance to the risk of turnover intention in generation Z in East Java. The author uses a quantitative approach with Structural Equation Modeling (SEM-PLS) analysis. Data was collected through the distribution of questionnaires to employees with a minimum working period of six months, and as many as 100 respondents were declared valid for analysis. The results of the study show that Gen Z in East Java needs the implementation of work-life balance and a sense of engagement in reducing their intention to change jobs or resign. Improving work-life balance will also increase their engagement, but work-life balance has no direct effect on performance. Then the author found that the turnover rate of gen Z in East Java cannot be measured by their employee performance, which means that gen Z will still perform well/poorly even though they intend to resign and the performance of gen Z employees increases with increased engagement. The managerial implications of this study include the development of programs that support work-life balance and foster a sense of engagement by providing a more flexible leave policy, ensuring workload and overtime in accordance with capacity, and then actively organizing employee development training and performance appreciation programs.

Item Type:	Thesis (Masters)
Uncontrolled Keywords:	Employee engagement, employee performance, gen Z, turnover intention, work-life balance, generation Z
Subjects:	H Social Sciences > HD Industries. Land use. Labor > HD28 Management. Industrial Management
Divisions:	Faculty of Industrial Technology and Systems Engineering (INDSYS) > Industrial Engineering > 26101-(S2) Master Thesis
Depositing User:	Alvan Alfaridzi
Date Deposited:	23 Jul 2025 02:26
Last Modified:	31 Jul 2025 04:22
URI:	http://repository.its.ac.id/id/eprint/120671

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