Analisis Faktor yang Memengaruhi Employee Engagement pada Generasi Z di Indonesia (Studi Kasus: Industri Kesehatan)

Utaminingtyas, Ratih (2026) Analisis Faktor yang Memengaruhi Employee Engagement pada Generasi Z di Indonesia (Studi Kasus: Industri Kesehatan). Masters thesis, Institut Teknologi Sepuluh Nopember.

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Abstract

Tingkat keterlibatan karyawan (employee engagement) merupakan faktor kunci dalam menjaga kinerja organisasi, khususnya di sektor industri kesehatan yang memiliki peran penting dalam pelayanan masyarakat. Generasi Z yang kini mendominasi angkatan kerja Indonesia memiliki karakteristik unik yang menuntut keselarasan nilai pribadi dan organisasi. Penelitian ini bertujuan untuk menganalisis pengaruh persepsi karyawan terhadap praktik ESG (Perceived Environmental, Social, and Governance), Kompensasi (K), Work-Life Balance (WLB), serta lima dimensi Big Five Personality terhadap tingkat employee engagement pada karyawan Generasi Z di sektor kesehatan Indonesia, khususnya pada rumah sakit, puskesmas, dan klinik. Teknik sampling yang digunakan adalah non-probability sampling, khususnya teknik purposive sampling dan convenience sampling dengan total responden sebesar 100 orang. Pendekatan yang digunakan adalah pendekatan kuantitatif dengan metode Partial Least Square - Structural Equation Modeling (PLS - SEM) untuk mengevaluasi hubungan simultan antar variabel. Berdasarkan data yang telah diolah dan dianalisis, variabel Social (S), Governance (G), Work-Life Balance (WLB), dan dimensi kepribadian Conscientiousness (PC) ditemukan memiliki hubungan positif dan signifikan terhadap Employee Engagement. Namun, beberapa variabel ditemukan memiliki hubungan yang tidak signifikan secara statistik dengan Employee Engagement, yaitu Environment (E), Kompensasi (K) serta sebagian besar dimensi kepribadian Extraversion (PE), Agreeableness (PA), Neuroticism (PN), dan Openness (PO). Hasil penelitian ini menunjukkan bahwa peningkatan employee engagement pada tenaga kesehatan memerlukan pendekatan yang kompleks melalui penguatan aspek sosial organisasi, kejelasan sistem kerja, serta integrasi Work-Life Balance yang adil dan adaptif. Selain itu, kompensasi perlu diarahkan tidak hanya pada aspek finansial, tetapi juga pada keadilan struktural dan bentuk penghargaan non-finansial yang bermakna. Penemuan terkait personality traits menegaskan pentingnya strategi rekrutmen, penempatan, dan pengembangan karyawan yang selaras dengan karakteristik individu untuk memastikan keterlibatan yang berkelanjutan.
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Employee engagement is a key factor in maintaining organizational performance, especially in the healthcare industry, which plays an important role in serving the community. Generation Z, which now dominates the Indonesian workforce, has unique characteristics that demand alignment between personal and organizational values. This study aims to analyze the influence of employee perceptions of ESG (Environmental, Social, and Governance) practices, Compensation (C), Work-Life Balance (WLB), and the five dimensions of the Big Five Personality on employee engagement levels among Generation Z employees in Indonesia's healthcare sector, specifically in hospitals, community health centers, and clinics. The sampling technique used was non-probability sampling, specifically purposive sampling and convenience sampling, with a total of 100 respondents. The approach used was a quantitative approach with the Partial Least Square - Structural Equation Modeling (PLS - SEM) method to evaluate the simultaneous relationship between variables.Based on the processed and analyzed data, the variables of Social (S), Governance (G), Work-Life Balance (WLB), and the personality dimension of Conscientiousness (PC) were found to have a positive and highly significant relationship with Employee Engagement. However, several variables were found to have statistically insignificant relationships with Employee Engagement, namely Environment (E), Compensation (K), and most personality dimensions of Extraversion (PE), Agreeableness (PA), Neuroticism (PN), and Openness (PO). The findings indicate that enhancing employee engagement among healthcare workers requires a holistic approach that strengthens social support, organizational trust, and the integration of fair and adaptive work–life balance policies. Additionally, compensation strategies should extend beyond financial rewards to emphasize structural equity and meaningful non-monetary recognition. Finally, the role of personality highlights the importance of recruitment, placement, and development practices that align individual characteristics with job demands to support sustained engagement.

Item Type:	Thesis (Masters)
Uncontrolled Keywords:	Employee Engagement, Generasi Z, Industri Kesehatan, SEM-PLS Employee Engagement, Generation Z, Healthcare Sector, SEM-PLS
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:	Ratih Utaminingtyas
Date Deposited:	22 Jan 2026 08:13
Last Modified:	22 Jan 2026 08:13
URI:	http://repository.its.ac.id/id/eprint/130087

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