PENGARUH WORK LIFE BALANCE TERHADAP TURNOVER INTENTION GENERASI Z DI JABODETABEK

Muhammad Maulana Ridwan, Deasyanti Deasyanti, Ratna Dyah Suryaratri

Abstract


Abstract. This study aims to analyze the effect of work-life balance on turnover intention
among Generation Z employees in the Greater Jakarta area (Jabodetabek), involving 226
respondents. The instruments used in this study are the Work-Life Balance Scale by Fisher
and the TIS-6 Scale by Bothma and Roodt. The research employed a quantitative method,
with data processed using IBM SPSS 22. The analysis includes reliability tests, validity tests,
classical assumption tests, statistical tests, and simple linear regression. The results show
that work-life balance has a significant negative effect on turnover intention, with a
coefficient value of -0.192. This study confirms that work-life balance plays a crucial role in
reducing turnover intention among Generation Z employees. Additionally, the findings
highlight the importance of corporate policies that support work-life balance, such as flexible
working arrangements, employee wellness programs, and support for personal activities.
These policies can enhance employee retention and create a harmonious work environment.
Therefore, organizations aiming to retain Generation Z employees should proactively
develop policies that support the balance between work and personal life. By fostering a
healthy work culture, companies can improve employee retention, job satisfaction, and
overall productivity.

Abstrak. Penelitian ini bertujuan untuk menganalisis pengaruh work life balance terhadap
turnover intention pada karyawan generasi Z di Jabodetabek dengan melibatkan 226
responden. Instrumen yang digunakan dalam penelitian ini adalah Work Life Balance Scale
oleh Fisher dan TIS-6 Scale oleh Bothma dan Roodt. Metode penelitian yang digunakan
adalah kuantitatif, dengan pengolahan data melalui IBM SPSS 22. Analisis mencakup uji
reliabilitas, uji validitas, uji asumsi klasik, uji statistik, serta regresi linier sederhana. Hasil
penelitian menunjukkan bahwa work life balance memiliki pengaruh negatif signifikan
terhadap turnover intention dengan nilai koefisien sebesar -0,192. Penelitian ini menegaskan
bahwa keseimbangan antara pekerjaan dan kehidupan pribadi memiliki peran penting dalam
menurunkan turnover intention pada generasi Z. Temuan ini juga menyoroti pentingnya
kebijakan perusahaan yang mendukung work life balance, seperti fleksibilitas kerja, program
kesejahteraan karyawan, dan dukungan untuk aktivitas pribadi. Kebijakan-kebijakan ini dapat
meningkatkan retensi karyawan, menciptakan lingkungan kerja yang harmonis, dan
mendorong loyalitas serta produktivitas karyawan.


Keywords


generation z, work life balance, turnover intention. generasi z, work life balance, turnover intention

Full Text:

PDF

References


Agustina, L. (2008). Pengaruh Work-Family Conflict terhadap Job Satisfaction dan Turnover

intention pada Profesi Akuntan Publik. Jurnal Akuntansi, 7(2), 101-116.

Chillakuri, B. (2020). Understanding Generation Z expectations for effective onboarding. Journal of

Organizational Change Management, 33(7), 1277–1296. https://doi.org/10.1108/JOCM-022020-0058

Cummings, T. G., & Worley, C. G. (2009). Organization development & change. SouthWestern/Cengage

Learning.

Fisher, G. G., Bulger, C. A., & Smith, C. S. (2009). Beyond work and family: a measure of

work/nonwork interference and enhancement. Journal of occupational health

psychology, 14(4), 441.

Frame, P., & Hartog, M. (2003). From rhetoric to reality. Into the swamp of ethical practice:

implementing work-life balance. Into the Swamp of Ethical Practice: Implementing Work-Life

Balance.

Griffeth, R. W. (2000). A meta-analysis of antecedents and correlates of employee turnover: update,

moderator tests, and research implic.

Hanaty, C., Snihji, K., & Idrissi, K. (2020). « La personnalisation des Ressources Humaines Cas d’une

entreprise Marocaine semipublique. African Scientif

Harianto, F., & Herachwati, N. (2023). Pengaruh Work-Life Balance Terharap Work Engagement

Pada Gig Workers Dengan Work Meaningfulness Sebagai Variabel Intervening (Studi Pada

Mitra Pengemudi Startup Bisnis Transportasi Online). JMBI UNSRAT (Jurnal Ilmiah

Manajemen Bisnis dan Inovasi Universitas Sam Ratulangi)., 10(2), 1542-1552.

Jacobs, E., & Roodt, G. (2007, May). The development of a knowledge sharing construct to predict

turnover intentions. In Aslib Proceedings (Vol. 59, No. 3, pp. 229-248). Emerald Group

Publishing Limited.

Javed, M., Khan, M. A., Yasir, M., Aamir, S., & Ahmed, K. (2014). Effect of role conflict, work life

balance and job stress on turnover intention: Evidence from Pakistan. Journal of Basic and

Applied Scientific Research, 4(3), 125-133.

Kelliher, Clare, Julia Richardson, and Galina Boiarintseva. "All of work? All of life?

Reconceptualising work‐life balance for the 21st century." Human resource management

journal 29.2 (2019): 97-112.

Kirchmayer, Z., & Fratričová, J. (2018). What Motivates Generation Z at Work? Insights into

Motivation Drivers of Business Students in Slovakia.

https://www.researchgate.net/publication/324797364

Kuncoro, Mudrajad. 2013. Metode Riset untuk Bisnis & Ekonomi. Erlangga. Jakarta.

Mobley, W. H. 1986. Pergantian Karyawan: Sebab, Akibat Dan Pengendaliannya. Terjemah.Jakarta:

PT Pustaka Binaman Pressindo

Nurni. (2017). Faktor-Faktor Yang Mempengaruhi Keinginan Berpindah (Turnover intention)

Karyawan Pada Perusahaan Jasa: Bunga Rampai Manajemen Sumber Daya Manusia dan

Perilaku Organisasional.

Podsakoff, N. P., LePine, J. A., & LePine, M. A. (2007). Differential challenge stressor-hindrance

stressor relationships with job attitudes, turnover intentions, turnover, and withdrawal behavior:

a meta-analysis. Journal of applied psychology, 92(2), 438.

Priyatno, D. (2009). 5 Jam Belajar Olah Data dengan SPSS 17. Yogyakarta: ANDI

Robbins, S. P., & Judge, T. A. (2011). O rganizational behaviour.

Sang, K. J., Ison, S. G., & Dainty, A. R. (2009). The job satisfaction of UK architects and

relationships with work‐life balance and turnover intentions. Engineering, Construction and

Architectural Management, 16(3), 288-300.

Suyono, J., Eliyana, A., & Ratmawati, D. (2020). The nightmare of turnover intention for companies

in Indonesia. Opción: Revista de Ciencias Humanas y Sociales, (91), 871-888.

Taherdoost, H. (2018). Validity and Reliability of the Research Instrument; How to Test the

Validation of a Questionnaire/Survey in a Research. SSRN Electronic Journal, September.

https://doi.org/10.2139/ssrn.3205040

The Deloitte Global Millennial Survey. (2020). The Deloitte Global Millennial Survey 2020 Resilient

generations hold the key to creating a “better normal.”


Refbacks

  • There are currently no refbacks.


Copyright (c) 2025 PROSIDING PARADE ILMIAH PSIKOLOGI UNTAG SAMARINDA (PAIS UNDA)

Indexing:

 

Fakultas Psikologi

Universitas 17 Agustus 1945 Samarinda

Jurnal PROSIDING PARADE ILMIAH PSIKOLOGI UNTAG SAMARINDA of University 17 August 1945 Samarinda, East Kalimantan.

Jl. Ir. H. Juanda No.80 Samarinda, East Kalimantan.