<![CDATA[Purpose– This study investigates the comparative effects of work flexibility, work-life balance, and work engagement on job satisfaction among Generation Z employees working in Jakarta. Going beyond descriptive accounts that have dominated the literature, it empirically tests whether structural work arrangements or psychological engagement constitutes the primary driver of this cohort's satisfaction in the Indonesian urban labour market, a question that has long been theorised but seldom examined through rigorous causal quantitative designs. Design/methodology– A quantitative, cross-sectional causal design was applied. Two hundred Generation Z employees working under flexible arrangements across Jakarta were recruited through purposive sampling. Multiple linear regression served as the primary analytical technique, preceded by normality, multicollinearity, and heteroscedasticity checks using IBM SPSS Statistics. Findings– Taken jointly, the three predictors significantly influence job satisfaction. When tested individually, however, only work engagement emerges as a statistically significant predictor, while work flexibility and work-life balance do not exert a significant effect. This pattern contradicts the prevailing assumption that structural flexibility arrangements occupy a central role in Generation Z's workplace satisfaction and positions psychological engagement as the more decisive determinant. Organisations managing this cohort may therefore gain more by prioritising engagement-oriented programmes rather than expanding their flexibility packages.]]>
