Pengaruh Pengembangan Karir dan Keseimbangan Pekerjaan-Keluarga terhadap Niat Keluar yang Dimediasi oleh Kepuasan Kerja Generasi Z yang Bekerja sebagai Frontliner di Surabaya

Ignatius Reynal; Fenika Wulani

doi:10.59945/jpnm.v4i1.1016

Authors

Ignatius Reynal Universitas Katolik Widya Mandala Surabaya
Fenika Wulani Universitas Katolik Widya Mandala Surabaya

DOI:

https://doi.org/10.59945/jpnm.v4i1.1016

Keywords:

Generasi Z, Kepuasan Kerja, Keseimbangan Pekerjaan-Keluarga, Niat Keluar, Pengembangan Karir

Abstract

Dominasi Generasi Z dalam dunia kerja menghadirkan tantangan baru bagi organisasi, khususnya terkait tingginya niat keluar karyawan. Penelitian ini bertujuan untuk menganalisis pengaruh pengembangan karir dan keseimbangan pekerjaan-keluarga terhadap niat keluar dengan kepuasan kerja sebagai variabel mediasi pada karyawan Generasi Z yang bekerja sebagai frontliner di Kota Surabaya. Penelitian ini menggunakan pendekatan kuantitatif dengan desain eksplanatori. Data dikumpulkan melalui penyebaran kuesioner online kepada 128 responden yang dipilih menggunakan teknik convenience sampling. Analisis data dilakukan menggunakan Partial Least Squares Structural Equation Modeling dengan bantuan perangkat lunak SmartPLS versi 4.0. Hasil penelitian menunjukkan bahwa pengembangan karir dan keseimbangan pekerjaan-keluarga berpengaruh positif dan signifikan terhadap niat keluar. Namun, kepuasan kerja tidak terbukti memediasi pengaruh pengembangan karir maupun keseimbangan pekerjaan-keluarga terhadap niat keluar. Temuan ini mengindikasikan bahwa Generasi Z memandang pengembangan karir sebagai sarana meningkatkan daya saing personal dan keseimbangan pekerjaan-keluarga sebagai ruang reflektif untuk mengevaluasi kesesuaian pekerjaan dengan nilai serta tujuan hidup jangka panjang, bukan sebagai faktor pembentuk loyalitas organisasi. Penelitian ini memberikan kontribusi teoretis dalam pengembangan kajian manajemen sumber daya manusia berbasis Social Exchange Theory serta implikasi praktis bagi organisasi jasa dalam merancang strategi retensi yang lebih relevan bagi tenaga kerja Generasi Z.

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