Job Satisfaction and Loyalty among Generation Z: Work-Life Balance and Organizational Culture as Mediators
DOI:
https://doi.org/10.35870/ljit.v4i2.8842Keywords:
Work-Life Balance, Organizational Culture, Employee Loyalty, Generation ZAbstract
This study examines the effects of Work-Life Balance and Organizational Culture on Employee Loyalty among Generation Z employees, with Job Satisfaction as a mediating variable. The study employed a quantitative explanatory design involving 90 Generation Z employees at PT Nippon Indosari Corpindo Tbk Banjarmasin Branch, using saturated sampling. Data were collected through questionnaires and analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS) with SmartPLS 3.2.9. The results show that Work-Life Balance has a positive and significant effect on Job Satisfaction but does not significantly affect Employee Loyalty. Organizational Culture has positive and significant effects on both Job Satisfaction and Employee Loyalty. In contrast, Job Satisfaction does not significantly affect Employee Loyalty and does not mediate the relationships between Work-Life Balance and Employee Loyalty or between Organizational Culture and Employee Loyalty. These findings indicate that factors contributing to Generation Z employees’ job satisfaction do not necessarily translate into organizational loyalty. The study highlights the direct role of Organizational Culture in understanding Generation Z employee loyalty within the food manufacturing context
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