Dera Norma Koswara, Nurul Hermina

Pengaruh Work Life Balance dan Job Satisfaction terhadap Turnover Intention Melalui Psychological Well-Being pada Karyawan Generasi Z di PT XYZ

Introduction

Pengaruh work life balance dan job satisfaction terhadap turnover intention melalui psychological well-being pada karyawan generasi z di pt xyz. Studi Gen Z di PT XYZ mengungkap kepuasan kerja kunci turunkan turnover intention, sementara WLB & psychological well-being tidak memiliki pengaruh mediasi. Fokus retensi pada kepuasan kerja.

Abstract

Penelitian ini bertujuan untuk menganalisis pengaruh work life balance dan job satisfaction terhadap turnover intention melalui psychological well-being pada karyawan Generasi Z di PT. XYZ. Topik ini menjadi penting mengingat Generasi Z memiliki ekspektasi yang tinggi terhadap pekerjaan yang bermakna, fleksibilitas kerja, imbalan yang adil, serta keseimbangan antara kehidupan kerja dan pribadi. Penelitian ini menggunakan pendekatan kuantitatif dengan tujuan deskriptif dan verifikatif. Data dikumpulkan melalui survei kuesioner terhadap 120 karyawan Generasi Z di kantor pusat PT. XYZ dengan teknik purposive sampling. Analisis data dilakukan menggunakan Structural Equation Modeling berbasis Partial Least Squares (SEM-PLS) dengan metode bootstrapping sebanyak 5.000 resampling. Hasil penelitian menunjukkan bahwa work life balance, job satisfaction, dan psychological well-being berada pada kategori sedang, sedangkan turnover intention berada pada kategori tinggi. Secara struktural, work life balance dan job satisfaction terbukti berpengaruh positif dan signifikan terhadap psychological well-being. Namun demikian, hanya job satisfaction yang memiliki pengaruh negatif dan signifikan secara langsung terhadap turnover intention. Sementara itu, work life balance dan psychological well-being tidak menunjukkan pengaruh langsung yang signifikan terhadap turnover intention. Selain itu, psychological well-being tidak terbukti mampu memediasi hubungan antara work life balance maupun job satisfaction terhadap turnover intention. Temuan ini mengindikasikan bahwa kepuasan kerja merupakan faktor utama dalam menurunkan turnover intention pada karyawan Generasi Z. Oleh karena itu, upaya retensi karyawan perlu difokuskan pada peningkatan aspek-aspek yang membentuk job satisfaction, seperti keadilan kompensasi, peluang pengembangan karier, dukungan atasan, serta pengalaman kerja yang bermakna dalam aktivitas sehari-hari. Penelitian ini juga memberikan kontribusi empiris dalam memperkuat pemahaman mengenai faktor dominan yang memengaruhi turnover intention pada karyawan Generasi Z, khususnya dalam konteks sektor jasa keuangan.

Review

This study addresses a highly pertinent topic, investigating the influence of work-life balance and job satisfaction on turnover intention among Generation Z employees, with psychological well-being proposed as a mediator. The research is methodologically sound, employing a quantitative approach with Structural Equation Modeling based on Partial Least Squares (SEM-PLS) and a robust sample of 120 Gen Z employees, which lends credibility to its findings. The focus on Generation Z, known for their distinct expectations regarding work and personal life integration, makes this study particularly timely and relevant for organizations grappling with talent retention in the modern workforce, especially within the financial services sector. The findings offer valuable insights that challenge certain prevailing assumptions. While work-life balance and job satisfaction were found to positively influence psychological well-being, only job satisfaction demonstrated a direct and significant negative impact on turnover intention. Importantly, psychological well-being did not emerge as a mediator, nor did work-life balance directly influence turnover intention. This indicates that for Gen Z employees in this context, job satisfaction is the primary driver in mitigating their intent to leave. This nuanced result is a significant empirical contribution, refining our understanding of the complex interplay between these variables and highlighting the dominant role of job satisfaction for this demographic. From a practical perspective, the study provides clear, actionable recommendations for HR managers, urging a strategic focus on enhancing aspects of job satisfaction, such as fair compensation, career development opportunities, supervisor support, and fostering meaningful daily work experiences. While robust, future research could explore the generalizability of these findings across different industries or cultural contexts, or investigate other potential mediators that might clarify the indirect pathways. Nevertheless, this research stands as a strong foundation for developing targeted retention strategies for Generation Z, steering organizational efforts towards optimizing job satisfaction as a critical lever.

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