Adam Sasando, Ahmad Faris Bin Alias

Adaptabilitas budaya Gen Z Surakarta: cultural intelligence, value congruence, and attitude toward culture in workplace.

Introduction

Adaptabilitas budaya gen z surakarta: cultural intelligence, value congruence, and attitude toward culture in workplace.. Study Gen Z's cultural adaptability in Surakarta workplaces. Attitude Toward Culture & Value Congruence drive adaptability; Cultural Intelligence does not. Essential for diverse work environments.

Abstract

This study aims to analyze the influence of Cultural Intelligence, Value Congruence, and Attitude Toward Culture on Cultural Adaptability in Generation Z in Surakarta City. The approach used is quantitative descriptive with data analysis techniques using PLS-SEM through SmartPLS 3.0 software. The sample in this study amounted to 120 respondents who are part of the Gen Z population. The results of the study indicate that Attitude Toward Culture and Value Congruence have a positive and significant influence on Cultural Adaptability. Meanwhile, Cultural Intelligence does not have a significant effect. The R Square value of 0.650 indicates that the model has strong predictive ability. The model is also declared feasible to use based on the results of the SRMR and Q Square tests. These findings confirm that attitudes towards culture and equality values ??are important factors in increasing Generation Z's adaptability to cultural diversity in the workplace.

Review

This study, titled "Adaptabilitas budaya Gen Z Surakarta: cultural intelligence, value congruence, and attitude toward culture in workplace," delves into a pertinent and timely subject: the cultural adaptability of Generation Z. Specifically, it investigates how Cultural Intelligence, Value Congruence, and Attitude Toward Culture influence adaptability among Gen Z individuals within Surakarta City. The research addresses a crucial area, offering insights into how a key demographic navigates cultural diversity in professional settings, which is increasingly vital in today's globalized work environments. Methodologically, the paper utilizes a quantitative descriptive approach, employing PLS-SEM via SmartPLS 3.0 to analyze data collected from 120 Gen Z respondents. The core findings indicate that both Attitude Toward Culture and Value Congruence exert a positive and significant influence on Cultural Adaptability. However, somewhat surprisingly, Cultural Intelligence was found not to have a significant effect in this context. The model demonstrates a strong predictive capability with an R-Square value of 0.650 and is deemed feasible based on favorable SRMR and Q Square test results, suggesting a statistically robust framework for the study's conclusions. The findings offer significant implications, emphasizing that for Gen Z in Surakarta, an individual's positive attitude towards culture and the congruence of values are more critical drivers of cultural adaptability than their explicit cultural intelligence. The non-significant impact of Cultural Intelligence is a particularly interesting result that could spark further discussion and research into its contextual relevance or measurement. Overall, the study provides valuable actionable insights for organizations seeking to foster a more inclusive and adaptive workplace by focusing on nurturing positive cultural attitudes and promoting value alignment among their Gen Z employees.

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