Pengaruh Psychological Capital dan Employee Engagement terhadap Quality of Work Life pada Karyawan Gen Z

Abstract

Generation Z now dominates the world of work with unique characteristics that demand a human resource management approach, especially in creating an optimal quality of work life. Psychological capital is believed to be able to increase employees' perception of the quality of work life through positive psychological aspects. Meanwhile, employee engagement also plays a role in creating a more meaningful and satisfying work experience. The research method used in this study is a correlational quantitative method. The sampling technique in this study uses convenience sampling. The sample in this study is 385 respondents of Generation Z employees in Indonesia. The data collection technique was carried out using a questionnaire in the form of a google form. The data analysis technique used in this study is multiple linear regression. Based on the results of the statistical test, the psychological capital significance value was 0.009 < 0.05, and the employee engagement significance value was 0.022 < 0.05, the R value was 0.197, and the R Square value was 0.039. The results of the study show that the hypothesis is accepted, namely that there is a positive influence between psychological capital and employee engagement on the quality of work life in Generation Z employees. Psychological capital and employee engagement influence the quality of work life by 3.9%, with the remaining 96.1% influenced by other factors. Although their contribution is relatively small, this research shows that strengthening psychological capital and employee engagement remains important for supporting quality of work life. However, organizations also need to consider other more dominant factors.