Internalisasi Budaya Organisasi Inklusif Sebagai Strategi Meningkatkan Work-Life Well-Being Pada Karyawan Generasi Z

Authors

  • Arfian Arfian Universitas Bhayangkara Jakarta Raya
  • Safrina Ramadhani Institut Kesehatan Helvetia
  • Sukmarani Sukmarani Universitas Sarjanawiyata Tamansiswa
  • Cut Saura Salmira Institut Kesehatan Helvetia
  • Adyk Marga Raharja Universitas Maritim Raja Ali Haji

DOI:

https://doi.org/10.35870/emt.v10i1.5888

Keywords:

Internalization Of Inclusive Organizational Culture, Job Satisfaction, Generation Z Employees, Work-Life Well-Being

Abstract

The purpose of this study is to determine and analyze the extent to which the internalization of inclusive organizational culture variables influence the work-life well-being of Generation Z employees with job satisfaction variables as moderating variables. The subjects of this study were 100 Generation Z employees in several companies. The variables in this study are endogenous variables, namely the internalization of inclusive organizational culture, exogenous variables, namely the work-life well-being variable of Generation Z employees and the mediating variable is the job satisfaction variable. The data collection technique was by submitting questionnaires to research objects to Generation Z employees in several companies and through documentation studies of 100 Generation Z employees in several companies. The research method used a quantitative descriptive method, data analysis using the structural equation model (SEM) method. The results of data processing with the SEM method were carried out using the PLS 4.0 application, and data collection techniques were carried out by observation and distribution of questionnaires. From the research results, the existing conclusions are that partially the internalization variable of inclusive organizational culture influences the work-life well-being of Generation Z employees in several companies, the job satisfaction variable influences the work-life well-being of Generation Z employees in several companies, while simultaneously the internalization variable of inclusive organizational culture influences the work-life well-being of Generation Z employees in several companies with the job satisfaction variable as a moderating variable.

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Author Biographies

  • Arfian Arfian, Universitas Bhayangkara Jakarta Raya

    Program Studi Psikologi, Fakultas Psikologi, Universitas Bhayangkara Jakarta Raya, Kota Jakarta Selatan, Daerah Khusus Ibukota Jakarta, Indonesia

  • Safrina Ramadhani, Institut Kesehatan Helvetia

    D4 Keselamatan dan Kesehatan Kerja, Fakultas Kesehatan Masyarakat, Institut Kesehatan Helvetia, Kabupaten Deli Serdang, Provinsi Sumatera Utara, Indonesia.

  • Sukmarani Sukmarani, Universitas Sarjanawiyata Tamansiswa

    Program Studi Psikologi, Fakultas Psikologi, Universitas Sarjanawiyata Tamansiswa, Kota Yogyakarta, Provinsi Daerah Istimewa Yogyakarta, Indonesia.

  • Cut Saura Salmira, Institut Kesehatan Helvetia

    D4 Keselamatan dan Kesehatan Kerja, Fakultas Kesehatan Masyarakat, Institut Kesehatan Helvetia, Kabupaten Deli Serdang, Provinsi Sumatera Utara, Indonesia.

  • Adyk Marga Raharja, Universitas Maritim Raja Ali Haji

    Program Studi Teknik Industri, Fakultas Teknik dan Teknologi Kemaritiman, Universitas Maritim Raja Ali Haji, Kota Tanjung Pinang, Provinsi Kepulauan Riau, Indonesia.

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Cover Jurnal EMT KITA Vol 10 1 Januari 2026

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Published

2026-01-01

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Vol. 10 No. 1 (2026): JANUARY 2026

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Copyright (c) 2026 Arfian Arfian, Safrina Ramadhani, Sukmarani Sukmarani, Cut Saura Salmira, Adyk Marga Raharja

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How to Cite

Arfian, A., Ramadhani, S., Sukmarani, S., Salmira, C. S., & Raharja, A. M. (2026). Internalisasi Budaya Organisasi Inklusif Sebagai Strategi Meningkatkan Work-Life Well-Being Pada Karyawan Generasi Z. Jurnal EMT KITA, 10(1), 520-528. https://doi.org/10.35870/emt.v10i1.5888

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