PERAN WORK LIFE BALANCE PADA TURNOVER INTENTION KARYAWAN GEN Z DENGAN WORK ENGAGEMENT SEBAGAI MEDIATOR

Muhammad Rokhadian Noor

Penelitian ini bertujuan untuk menganalisis peran work life balance terhadap turnover intention dengan work engagement sebagai mediator. Tujuan penelitian ini adalah untuk mengetahui apakah terdapat peran work engagement sebagai variabel mediator dalam hubungan antara work life balance dan turnover intention pada karyawan Gen Z. Penelitian ini merupakan penelitian kuantitatif dengan pendekatan explanatory Populasi pada penelitian ini adalah karyawan Gen Z Indonesia yang telah bekerja selama minimal 1 tahun berjumlah 395 responden. Jenis Sampling pada penelitian ini adalah non-probability sampling dengan teknik purposive sampling. Alat ukur yang digunakan pada penelitian ini adalah Work Life Balance Scale (WLBS) dan Utrecht Work Engagement Scale (UWES) yang telah melalui proses adaptasi dan penyesuaian aitem, serta Expanded Multidimensional Turn-over Intentions Scale (EMTIS). Hasil analisis mediasi menggunakan Macro Process Hayes model 4 menunjukkan work engagement memiliki peran negatif tetapi tidak signifikan dalam hubungan work life balance dan turnover intention (β = -0.0162, 95% CI [-0.0647, 0.0328]). Artinya work engagement tidak dapat memediasi hubungan antara work life balance dan turnover intention karyawan Gen Z. Namun work life balance berperan secara langsung terhadap turnover intention (β = -1.7471, p < .001) dan work engagement (β= -0.0639; p = .5415) tidak berperan secara signifikan terhadap turnover intention.

Kata kunci:  Work life balance, work engagement, turnover intention, karyawan Gen Z

THE ROLE OF WORK-LIFE BALANCE IN TURNOVER INTENTION AMONG GEN Z EMPLOYEES: THE MEDIATING ROLE OF WORK ENGAGEMENT

Muhammad Rokhadian Noor

This study examines the role of work-life balance in turnover intention among Gen Z employees, with work engagement as a mediating variable. A quantitative explanatory approach was employed. The sample consisted of 395 Indonesian Gen Z employees who had worked for at least one year. The sampling method was non-probability sampling with a purposive sampling technique. Data were collected using adapted versions of the Work-Life Balance Scale (WLBS) and Utrecht Work Engagement Scale (UWES), alongside the Expanded Multidimensional Turnover Intentions Scale (EMTIS). The mediation analysis was conducted using Hayes’ PROCESS Macro Model 4. The results indicate that work engagement has a negative but non-significant role in the relationship between work-life balance and turnover intention (β = -0.0162, 95% CI [-0.0647, 0.0328]). This means that work engagement does not mediate the relationship between work-life balance and turnover intention among Gen Z employees. However, work-life balance has a significant direct effect on turnover intention (β = -1.7471, p < .001), while work engagement (β = -0.0639, p = .5415) does not have a significant effect on turnover intention.

Keywords: work-life balance, work engagement, turnover intention, Gen Z employees