ANALISIS DAMPAK KESEIMBANGAN KEHIDUPAN KERJA, FLEKSIBILITAS KERJA, LINGKUNGAN KERJA DAN KOMITMEN ORGANISASI TERHADAP NIAT KELUAR KARYAWAN GENERASI Z PADA PERUSAHAAN KREATIF INDUSTRI DI JAKARTA
Abstract
Fenomena meningkatnya intensi untuk mengundurkan diri di kalangan Generasi Z menjadi salah satu tantangan krusial yang dihadapi oleh industri kreatif, terutama karena sektor ini sangat bergantung pada kontribusi generasi muda. Penelitian ini bertujuan untuk mengevaluasi pengaruh dari keseimbangan antara kehidupan pribadi dan pekerjaan, fleksibilitas sistem kerja, kualitas lingkungan kerja, serta tingkat komitmen terhadap organisasi terhadap kecenderungan niat keluar pada karyawan Generasi Z di Jakarta. Studi ini menggunakan pendekatan kuantitatif dengan desain asosiatif, serta pengumpulan data dilakukan melalui survei daring terhadap 198 responden yang dipilih secara purposive. Analisis data dilakukan menggunakan pendekatan Partial Least Squares Structural Equation Modeling (PLS-SEM) yang dioperasikan dengan perangkat lunak SmartPLS versi 3.0. Hasil analisis menunjukkan bahwa keempat variabel tersebut memiliki hubungan yang signifikan terhadap niat keluar, dengan komitmen terhadap organisasi menjadi faktor dengan pengaruh negatif paling dominan, diikuti oleh persepsi terhadap lingkungan kerja dan fleksibilitas kerja. Adapun keseimbangan kehidupan kerja juga menunjukkan hubungan negatif, meskipun dengan pengaruh yang lebih rendah. Temuan ini menegaskan pentingnya penyusunan strategi retensi yang selaras dengan karakteristik generasi muda masa kini. Penelitian ini memberikan kontribusi nyata baik secara teoretis maupun praktis dalam ranah pengelolaan sumber daya manusia, serta menyarankan agar penelitian selanjutnya memperluas ruang lingkup wilayah dan memperdalam dimensi psikologis yang belum tergali secara optimal.
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Astuti, D. (2022). Pengaruh Komitmen Organisasi dan Budaya Organisasi terhadap Kinerja Pegawai pada PT. XYZ. Jurnal Manajemen Dan Bisnis.
Basalamah, M. S. A., & As’ad, A. (2021). The Role of Work Motivation and Work Environment in Improving Job Satisfaction. Golden Ratio of Human Resource Management, 1(2), 94–103. https://doi.org/10.52970/grhrm.v1i2.54
Berber, N., Gašić, D., Katić, I., & Borocki, J. (2022). The Mediating Role of Job Satisfaction in the Relationship between FWAs and Turnover Intentions. Sustainability (Switzerland), 14(8). https://doi.org/10.3390/su14084502
Buzás, B., & Faragó, K. (2023). Organizational adaptation to working from home in a crisis situation (COVID-19): The interaction between leaders’ openness and followers’ voice. Frontiers in Psychology.
de Lucas Ancillo, A., del Val Núñez, M. T., & Gavrila, S. G. (2021). Workplace change within the COVID-19 context: a grounded theory approach. Economic Research-Ekonomska Istrazivanja , 34(1), 2297–2316. https://doi.org/10.1080/1331677X.2020.1862689
De Stefano, F., Bagdadli, S., & Camuffo, A. (2021). The HR role in corporate social responsibility and sustainability: A boundary-shifting literature review. Human Resource Management, 61(6), 619–622. https://doi.org/10.1002/hrm.22019
Desiana, P. M., Andrias, M. S., & Ahyinaa, G. S. (2024). THE MEDIATING EFFECT OF EMPLOYEE ENGAGEMENT AND WELL-BEING ON TURNOVER INTENTION IN INDONESIA. Problems and Perspectives in Management, 22(2), 477–487. https://doi.org/10.21511/ppm.22(2).2024.37
Dolcini, M., Brambilla, A., Gola, M., & Capolongo, S. (2023). Health and well-being key performance indicators in corporate sustainability disclosure. A review of sustainability reports from a sample of major European companies. Acta Biomedica, 94. https://doi.org/10.23750/abm.v94iS3.14334
Faridah, F., Gustini, G., Salehan, S., & Efendi, R. (2022). The Turnover Intention Influenced by Job Satisfaction and Organizational Commitment. International Journal of Social Science Research and Review, 5(5), 334–340. https://doi.org/10.47814/ijssrr.v5i5.335
Gracita, I., & Anindita, R. (2023). THE IMPACT OF EMPLOYER BRANDING ON TURNOVER INTENTION IN PHARMACEUTICAL INDUSTRIES: DOES GENERATION MATTER? Media Ekonomi Dan Manajemen, 38, 285–302.
Greenhaus, J. H., & Allen, T. D. (2011). Work–family balance: A review and extension of the literature. In Handbook of Occupational Health Psychology (2nd ed, pp. 165–183). American Psychological Association.
Hair, Hult, Ringle, & Sarstedt. (2017). A Primer on Partial Least Squares Structural Equation Modeling (PLS-SEM). SAGE Publications.
Han, E.-J., & Cai, L. (2024). Impact of Psychological Capital on Organizational Commitment and Turnover Intention: Evidence From Korean Flight Attend-Ants. Iranian Journal of Public Health. https://doi.org/10.18502/ijph.v53i7.16052
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Ingsih, K., Kadarningsih, A., & Rijati, N. (2022). Job Stress, Compensation, Job Dissatisfaction and Turnover Intention.
Iqbal, J., Asghar, A., & Asghar, M. Z. (2022). Effect of Despotic Leadership on Employee Turnover Intention: Mediating Toxic Workplace Environment and Cognitive Distraction in Academic Institutions. Behavioral Sciences, 12(5). https://doi.org/10.3390/bs12050125
Luo, W., Zhan, J., & Du, Y. (2025). Preventing tragedy: addressing suicides among China’s standardized residency trainees. In Frontiers in Education (Vol. 10). Frontiers Media SA. https://doi.org/10.3389/feduc.2025.1533727
Ning, L., Jia, H., Gao, S., Liu, M., Xu, J., Ge, S., Li, M., & Yu, X. (2023). The mediating role of job satisfaction and presenteeism on the relationship between job stress and turnover intention among primary health care workers. International Journal for Equity in Health, 22(1). https://doi.org/10.1186/s12939-023-01971-x
Obeng, A. F., Quansah, P. E., & Boakye, E. (2021). The Relationship between Job Insecurity and Turnover Intention: The Mediating Role of Employee Morale and Psychological Strain. https://doi.org/10.5923/j.mm.20201002.01
Ongaki, J. (2020). An Examination of Flexible Work Arrangements, Work-Family Conlict, and Organizational Outcomes. Asia-Pacific Management Accounting Journal, 15(3), 61–86. https://doi.org/10.24191/apmaj.v15i3-03
Opolot, J., Simiyu, G., & Alungat, B. (2024). Investigating Organizational Commitment as a Turnover Intention Mitigation Tool: Are Dimensions of Organizational Commitment Important? SEISENSE Business Review.
Palikhe, R. (2024). Determination of Employee Intention to Leave the Organization: A Case of Nepalese Commercial Banks. Nep. J. Finance, 11(2), 131–152. https://doi.org/10.3126/njf.v11i2.68821
Permana, R. (2020). Impact Organizational Culture On Organizational Commitment Study of Banking Company In Indonesia. JURNAL AKUNTANSI, MANAJEMEN DAN EKONOMI.
Permatasari, D. W., & Setiyawan, S. (2024). The Effect of Flexible Work Arrangement and Work Life Balance on Turnover Intention of Y Generation Employees. International Journal of Latest Technology in Engineering Management & Applied Science, XIII(II), 01–07. https://doi.org/10.51583/ijltemas.2024.130201
Prikshat, V., Malik, A., & Connell, J. (2021). Managing generation Z employees: A literature review and research agenda. Employee Relations.
Robbins, S. P., & Judge, T. A. (2022). Organizational Behavior (19th ed.). Pearson.
Rosita, F., Setiawan, M., & Susilowati, C. (2024). The Role of Flexible Work Arrangement, Job Embeddedness, and Work-Life Balance in Reducing Turnover Intention: Study on Millennials and Generation Z Employees. Journal of the Community Development in Asia (JCDA), 7(2), 184–200. https://doi.org/10.32535/jcda.v7i2.29
Smokrović, E., Kizivat, T., Bajan, A., Šolić, K., Gvozdanović, Z., Farčić, N., & Žvanut, B. (2022). A Conceptual Model of Nurses’ Turnover Intention. International Journal of Environmental Research and Public Health, 19(13). https://doi.org/10.3390/ijerph19138205
Sukarman, P. (2022). THE ROLE OF JOB SATISFACTION AS A MEDIATION VARIABLE ON THE INFLUENCE OF WORK LIFE BALANCE, ISLAMIC WORK ETHICS AND BURNOUT ON TURNOVER INTENTION. JIEM: Journal of Islamic Enterpreneurship and Management, 2(2), 118–131.
Suryani, Y., Iskandar, Akbar, I., & Ibrahim, M. A. N. (2024). The Influence of Work Environment, Compensation, Career Development, and Employee Retention on Turnover Intention (Survey on Plastic Division Employees CV. Surya Nedika Isabella). International Journal Administration, Business & Organization, 5(2), 97–109. https://doi.org/10.61242/ijabo.24.414
Vannest, K. J., Swindlehurst, K., Bishop, P. A., & Shepherd, K. G. (2025). The evidence for personalized learning plans: a systematic review of the literature for student outcomes and measures Grades 7-12. On the Horizon: The International Journal of Learning Futures, 33(1), 104–115. https://doi.org/10.1108/OTH-09-2024-0053
Wright, P. M., & Ulrich, M. D. (2017). A roadmap for developing HR into a strategic partner. Human Resource Management, 57(1), 463–477. https://doi.org/10.1002/hrm.21861
Yahya, F. A., Hanurawan, F., Si, M., & Ed, M. (2022). The Relationship Between Organizational Commitment and Employee Turnover Intention in PT. X Mojokerto. Kne Social Sciences. https://doi.org/10.18502/kss.v7i18.12401
Zulkarnaen, W., Fitriani, I., & Yuningsih, N. (2020). Pengembangan Supply Chain Management Dalam Pengelolaan Distribusi Logistik Pemilu Yang Lebih Tepat Jenis, Tepat Jumlah Dan Tepat Waktu Berbasis Human Resources Competency Development Di KPU Jawa Barat. Jurnal Ilmiah MEA (Manajemen, Ekonomi, & Akuntansi), 4(2), 222-243. https://doi.org/10.31955/mea.vol4.iss2.pp222-243.
Alblihed, M., & Alzghaibi, H. A. (2022). The Impact of Job Stress, Role Ambiguity and Work–Life Imbalance on Turnover Intention during COVID-19: A Case Study of Frontline Health Workers in Saudi Arabia. International Journal of Environmental Research and Public Health, 19(20). https://doi.org/10.3390/ijerph192013132
Alfianti, D. (2023). Pengaruh Komitmen Organisasi terhadap Turnover Intention pada Karyawan PT. XYZ Pekanbaru. Universitas Islam Negeri Sultan Syarif Kasim Riau.
Angelina Lebang, F., & Ardiyanti, N. (2021). The Effect of Work-Life Balance and Work Stress on Turnover Intention with Job Satisfaction as A Mediator at Anti-Corruption Institution in Indonesia.
Armstrong, M., & Taylor, s. (2023). Armstrong’s handbook of human resource management practice (16th ed.). Kogan Page.
Astuti, D. (2022). Pengaruh Komitmen Organisasi dan Budaya Organisasi terhadap Kinerja Pegawai pada PT. XYZ. Jurnal Manajemen Dan Bisnis.
Basalamah, M. S. A., & As’ad, A. (2021). The Role of Work Motivation and Work Environment in Improving Job Satisfaction. Golden Ratio of Human Resource Management, 1(2), 94–103. https://doi.org/10.52970/grhrm.v1i2.54
Berber, N., Gašić, D., Katić, I., & Borocki, J. (2022). The Mediating Role of Job Satisfaction in the Relationship between FWAs and Turnover Intentions. Sustainability (Switzerland), 14(8). https://doi.org/10.3390/su14084502
Buzás, B., & Faragó, K. (2023). Organizational adaptation to working from home in a crisis situation (COVID-19): The interaction between leaders’ openness and followers’ voice. Frontiers in Psychology.
de Lucas Ancillo, A., del Val Núñez, M. T., & Gavrila, S. G. (2021). Workplace change within the COVID-19 context: a grounded theory approach. Economic Research-Ekonomska Istrazivanja , 34(1), 2297–2316. https://doi.org/10.1080/1331677X.2020.1862689
De Stefano, F., Bagdadli, S., & Camuffo, A. (2021). The HR role in corporate social responsibility and sustainability: A boundary-shifting literature review. Human Resource Management, 61(6), 619–622. https://doi.org/10.1002/hrm.22019
Desiana, P. M., Andrias, M. S., & Ahyinaa, G. S. (2024). THE MEDIATING EFFECT OF EMPLOYEE ENGAGEMENT AND WELL-BEING ON TURNOVER INTENTION IN INDONESIA. Problems and Perspectives in Management, 22(2), 477–487. https://doi.org/10.21511/ppm.22(2).2024.37
Dolcini, M., Brambilla, A., Gola, M., & Capolongo, S. (2023). Health and well-being key performance indicators in corporate sustainability disclosure. A review of sustainability reports from a sample of major European companies. Acta Biomedica, 94. https://doi.org/10.23750/abm.v94iS3.14334
Faridah, F., Gustini, G., Salehan, S., & Efendi, R. (2022). The Turnover Intention Influenced by Job Satisfaction and Organizational Commitment. International Journal of Social Science Research and Review, 5(5), 334–340. https://doi.org/10.47814/ijssrr.v5i5.335
Gracita, I., & Anindita, R. (2023). THE IMPACT OF EMPLOYER BRANDING ON TURNOVER INTENTION IN PHARMACEUTICAL INDUSTRIES: DOES GENERATION MATTER? Media Ekonomi Dan Manajemen, 38, 285–302.
Greenhaus, J. H., & Allen, T. D. (2011). Work–family balance: A review and extension of the literature. In Handbook of Occupational Health Psychology (2nd ed, pp. 165–183). American Psychological Association.
Hair, Hult, Ringle, & Sarstedt. (2017). A Primer on Partial Least Squares Structural Equation Modeling (PLS-SEM). SAGE Publications.
Han, E.-J., & Cai, L. (2024). Impact of Psychological Capital on Organizational Commitment and Turnover Intention: Evidence From Korean Flight Attend-Ants. Iranian Journal of Public Health. https://doi.org/10.18502/ijph.v53i7.16052
Herliana, N., Handaru, A., & Parimita, W. (2021). THE EFFECT OF JOB SATISFACTION AND WORK-LIFE BALANCE ON EMPLOYEE TURNOVER INTENTION IN REAL ESTATE INDUSTRY. JDMB.
Ingsih, K., Kadarningsih, A., & Rijati, N. (2022). Job Stress, Compensation, Job Dissatisfaction and Turnover Intention.
Iqbal, J., Asghar, A., & Asghar, M. Z. (2022). Effect of Despotic Leadership on Employee Turnover Intention: Mediating Toxic Workplace Environment and Cognitive Distraction in Academic Institutions. Behavioral Sciences, 12(5). https://doi.org/10.3390/bs12050125
Luo, W., Zhan, J., & Du, Y. (2025). Preventing tragedy: addressing suicides among China’s standardized residency trainees. In Frontiers in Education (Vol. 10). Frontiers Media SA. https://doi.org/10.3389/feduc.2025.1533727
Ning, L., Jia, H., Gao, S., Liu, M., Xu, J., Ge, S., Li, M., & Yu, X. (2023). The mediating role of job satisfaction and presenteeism on the relationship between job stress and turnover intention among primary health care workers. International Journal for Equity in Health, 22(1). https://doi.org/10.1186/s12939-023-01971-x
Obeng, A. F., Quansah, P. E., & Boakye, E. (2021). The Relationship between Job Insecurity and Turnover Intention: The Mediating Role of Employee Morale and Psychological Strain. https://doi.org/10.5923/j.mm.20201002.01
Ongaki, J. (2020). An Examination of Flexible Work Arrangements, Work-Family Conlict, and Organizational Outcomes. Asia-Pacific Management Accounting Journal, 15(3), 61–86. https://doi.org/10.24191/apmaj.v15i3-03
Opolot, J., Simiyu, G., & Alungat, B. (2024). Investigating Organizational Commitment as a Turnover Intention Mitigation Tool: Are Dimensions of Organizational Commitment Important? SEISENSE Business Review.
Palikhe, R. (2024). Determination of Employee Intention to Leave the Organization: A Case of Nepalese Commercial Banks. Nep. J. Finance, 11(2), 131–152. https://doi.org/10.3126/njf.v11i2.68821
Permana, R. (2020). Impact Organizational Culture On Organizational Commitment Study of Banking Company In Indonesia. JURNAL AKUNTANSI, MANAJEMEN DAN EKONOMI.
Permatasari, D. W., & Setiyawan, S. (2024). The Effect of Flexible Work Arrangement and Work Life Balance on Turnover Intention of Y Generation Employees. International Journal of Latest Technology in Engineering Management & Applied Science, XIII(II), 01–07. https://doi.org/10.51583/ijltemas.2024.130201
Prikshat, V., Malik, A., & Connell, J. (2021). Managing generation Z employees: A literature review and research agenda. Employee Relations.
Robbins, S. P., & Judge, T. A. (2022). Organizational Behavior (19th ed.). Pearson.
Rosita, F., Setiawan, M., & Susilowati, C. (2024). The Role of Flexible Work Arrangement, Job Embeddedness, and Work-Life Balance in Reducing Turnover Intention: Study on Millennials and Generation Z Employees. Journal of the Community Development in Asia (JCDA), 7(2), 184–200. https://doi.org/10.32535/jcda.v7i2.29
Smokrović, E., Kizivat, T., Bajan, A., Šolić, K., Gvozdanović, Z., Farčić, N., & Žvanut, B. (2022). A Conceptual Model of Nurses’ Turnover Intention. International Journal of Environmental Research and Public Health, 19(13). https://doi.org/10.3390/ijerph19138205
Sukarman, P. (2022). THE ROLE OF JOB SATISFACTION AS A MEDIATION VARIABLE ON THE INFLUENCE OF WORK LIFE BALANCE, ISLAMIC WORK ETHICS AND BURNOUT ON TURNOVER INTENTION. JIEM: Journal of Islamic Enterpreneurship and Management, 2(2), 118–131.
Suryani, Y., Iskandar, Akbar, I., & Ibrahim, M. A. N. (2024). The Influence of Work Environment, Compensation, Career Development, and Employee Retention on Turnover Intention (Survey on Plastic Division Employees CV. Surya Nedika Isabella). International Journal Administration, Business & Organization, 5(2), 97–109. https://doi.org/10.61242/ijabo.24.414
Vannest, K. J., Swindlehurst, K., Bishop, P. A., & Shepherd, K. G. (2025). The evidence for personalized learning plans: a systematic review of the literature for student outcomes and measures Grades 7-12. On the Horizon: The International Journal of Learning Futures, 33(1), 104–115. https://doi.org/10.1108/OTH-09-2024-0053
Wright, P. M., & Ulrich, M. D. (2017). A roadmap for developing HR into a strategic partner. Human Resource Management, 57(1), 463–477. https://doi.org/10.1002/hrm.21861
Yahya, F. A., Hanurawan, F., Si, M., & Ed, M. (2022). The Relationship Between Organizational Commitment and Employee Turnover Intention in PT. X Mojokerto. Kne Social Sciences. https://doi.org/10.18502/kss.v7i18.12401
Zulkarnaen, W., Fitriani, I., & Yuningsih, N. (2020). Pengembangan Supply Chain Management Dalam Pengelolaan Distribusi Logistik Pemilu Yang Lebih Tepat Jenis, Tepat Jumlah Dan Tepat Waktu Berbasis Human Resources Competency Development Di KPU Jawa Barat. Jurnal Ilmiah MEA (Manajemen, Ekonomi, & Akuntansi), 4(2), 222-243. https://doi.org/10.31955/mea.vol4.iss2.pp222-243.
Published
2025-07-30
How to Cite
Dewantara, B., & Barry, R. R. (2025). ANALISIS DAMPAK KESEIMBANGAN KEHIDUPAN KERJA, FLEKSIBILITAS KERJA, LINGKUNGAN KERJA DAN KOMITMEN ORGANISASI TERHADAP NIAT KELUAR KARYAWAN GENERASI Z PADA PERUSAHAAN KREATIF INDUSTRI DI JAKARTA. Jurnal Ilmiah Manajemen, Ekonomi, & Akuntansi (MEA), 9(2), 1912-1929. https://doi.org/10.31955/mea.v9i2.5880
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