Pengaruh Work-Life Balance dan Employee Engagement terhadap Kinerja Karyawan Generasi Z pada Perusahaan Sektor Jasa

Renny Renny; Afifah Afifah; Yeni Saharaeni

doi:10.69693/ijim.v4i3.1758

Authors

Renny Renny STMIK KHARISMA Makassar
Afifah Afifah STMIK KHARISMA Makassar
Yeni Saharaeni STMIK KHARISMA Makassar

DOI:

https://doi.org/10.69693/ijim.v4i3.1758

Keywords:

Work-Life Balance, Employee Engagement, Kinerja Karyawan, Generasi Z, Sektor Jasa

Abstract

Penelitian ini menganalisis pengaruh work-life balance dan employee engagement terhadap kinerja karyawan Generasi Z pada perusahaan sektor jasa. Penelitian menggunakan pendekatan kuantitatif dengan desain eksplanatori dan pengumpulan data secara cross-sectional. Model penelitian melibatkan 180 responden Generasi Z yang diasumsikan memenuhi kriteria penelitian dan dipilih melalui purposive sampling dari beberapa subsektor jasa. Work-life balance diukur melalui work interference with personal life, personal life interference with work, dan work-personal life enhancement. Employee engagement diukur melalui vigor, dedication, dan absorption, sedangkan kinerja karyawan mencakup task performance, contextual performance, dan counterproductive work behavior. Analisis dilakukan menggunakan Structural Equation Modeling-Partial Least Squares untuk mengevaluasi model pengukuran dan model struktural. Berdasarkan data simulasi, work-life balance berpengaruh positif dan signifikan terhadap kinerja dengan koefisien jalur 0,294, sedangkan employee engagement berpengaruh positif dan signifikan dengan koefisien 0,563. Nilai R-square sebesar 0,617 menunjukkan bahwa kedua variabel menjelaskan 61,7% variasi kinerja karyawan. Employee engagement memiliki pengaruh yang lebih dominan dibandingkan work-life balance. Temuan ini menunjukkan bahwa keseimbangan kehidupan kerja berperan dalam menjaga kapasitas fisik dan psikologis karyawan, sedangkan keterikatan kerja mengarahkan kapasitas tersebut menjadi perilaku kerja produktif. Perusahaan sektor jasa perlu mengintegrasikan fleksibilitas kerja, pengelolaan beban kerja, dukungan atasan, pengakuan kontribusi, umpan balik, dan pengembangan karier untuk memperkuat kinerja karyawan Generasi Z secara berkelanjutan.

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