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All Journal TAZKIYA JOURNAL OF PSYCHOLOGY Journal of Educational, Health and Community Psychology Jurnal Psikologi Terapan dan Pendidikan Analitika : Jurnal Magister Psikologi UMA Jurnal Komunikasi Jurnal Psikologi Talenta GUIDENA: Jurnal Ilmu Pendidikan, Psikologi, Bimbingan dan Konseling Martabe : Jurnal Pengabdian Kepada Masyarakat GEMA EKONOMI Psikoislamedia : Jurnal Psikologi Psikologi Konseling: Jurnal Kajian Psikologi dan Konseling Jurnal Muara Ilmu Sosial, Humaniora, dan Seni Jurnal Muara Ilmu Ekonomi dan Bisnis Dedikasi: Jurnal Pengabdian Masyarakat Jurnal Psimawa : Diskursus Ilmu Psikologi dan Pendidikan Provitae: Jurnal Psikologi Pendidikan Jurnal Bakti Masyarakat Indonesia Jurnal Penelitian Pendidikan, Psikologi Dan Kesehatan (J-P3K) Jurnal Manajemen Pendidikan dan Ilmu Sosial (JMPIS) CENDEKIA : Jurnal Ilmu Pengetahuan SOCIAL : Jurnal Inovasi Pendidikan IPS International Journal of Social Service and Research Jurnal Pengabdian Masyarakat : Pemberdayaan, Inovasi dan Perubahan Jurnal Indonesia Sosial Sains AHKAM : Jurnal Hukum Islam dan Humaniora Eduvest - Journal of Universal Studies Priviet Social Sciences Journal International Journal of Multidisciplinary Research of Higher Education (IJMURHICA)
Zamralita, Zamralita
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HUBUNGAN WORK-LIFE INTEGRATION DENGAN BURNOUT PADA KARYAWAN GEN-Z Arvaisya, Arfeina Benazir; Zamralita, Zamralita; Jessica, Jessica
CENDEKIA: Jurnal Ilmu Pengetahuan Vol. 6 No. 1 (2026)
Publisher : Pusat Pengembangan Pendidikan dan Penelitian Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.51878/cendekia.v6i1.9196

Abstract

The growing pressure faced by Generation Z employees shows that flexible work arrangements and digital technology do not always ensure psychological wellbeing. This generation works in an environment where the boundaries between professional and personal roles often overlap, potentially increasing stress and emotional fatigue. This study aims to examine the relationship between Work-Life Integration (WLI) and burnout among Gen-Z employees in Indonesia. This research used a quantitative approach with a correlational design. A total of 235 Gen-Z employees participated in this study, selected using purposive sampling. Data were collected online using two instruments: the Work-Life Boundary Enrichment Scale (WLBES) to measure WLI and the Burnout Assessment Tool (BAT) to measure burnout. Data were analyzed using Pearson’s correlation through SPSS. The results indicate that, overall, there is no significant relationship between WLI and burnout among Gen-Z employees. However, a weak but significant positive correlation was found in the exhaustion dimension (r = 0.147; p = 0.024), suggesting that higher levels of work–life integration may be associated with increased emotional fatigue in some individuals. This finding implies that WLI is not always a protective factor against burnout. For certain employees, blurred boundaries between work and personal life may contribute to added strain if not managed effectively. ABSTRAK Fenomena meningkatnya tekanan kerja pada karyawan Gen-Z menunjukkan bahwa fleksibilitas kerja dan perkembangan teknologi tidak selalu berbanding lurus dengan kesejahteraan psikologis. Generasi ini hidup dalam pola kerja digital yang cenderung membuat batas antara peran profesional dan kehidupan pribadi menjadi kabur sehingga berpotensi memicu stres dan kelelahan emosional. Penelitian ini bertujuan untuk mengetahui apakah terdapat hubungan antara Work-Life Integration (WLI) dan burnout pada karyawan Gen-Z di Indonesia. Penelitian ini menggunakan pendekatan kuantitatif dengan desain korelasional. Partisipan berjumlah 235 karyawan Gen-Z yang dipilih menggunakan teknik purposive sampling. Pengumpulan data dilakukan secara daring menggunakan dua alat ukur, yaitu Work-Life Boundary Enrichment Scale (WLBES) untuk mengukur WLI dan Burnout Assessment Tool (BAT) untuk mengukur burnout. Analisis data dilakukan menggunakan korelasi Pearson melalui SPSS. Hasil penelitian menunjukkan bahwa secara keseluruhan tidak terdapat hubungan yang signifikan antara WLI dan burnout pada karyawan Gen-Z. Namun, ditemukan hubungan positif lemah dan signifikan pada dimensi exhaustion (r = 0.147; p = 0.024), yang menunjukkan bahwa semakin tinggi integrasi antara pekerjaan dan kehidupan pribadi, sebagian responden justru mengalami peningkatan rasa lelah secara emosional. Temuan ini mengindikasikan bahwa WLI tidak selalu menjadi faktor protektif terhadap burnout, dan bagi sebagian individu, integrasi peran yang tidak terkelola dengan baik dapat memicu kelelahan tambahan.
Tuntutan Kerja di Era Always-On: Analisis Job Demand sebagai Faktor Pemicu Burnout Dharmawan, Stephanus Raymond; Zamralita, Zamralita
GUIDENA: Jurnal Ilmu Pendidikan, Psikologi, Bimbingan dan Konseling Vol 15, No 4 (2025)
Publisher : Universitas Muhammadiyah Metro

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24127/gdn.v15i4.14044

Abstract

The acceleration of digital transformation has fostered an always-on work culture in which employees are expected to remain continuously connected and responsive beyond formal working hours. This condition has blurred the boundaries between work and personal life and poses serious risks to employees’ psychological well-being. This study aimed to examine the role of job demands in the development of burnout among employees working within a continuous connectivity work culture in Jakarta. A quantitative, non-experimental design was employed. Data were collected from 133 employees working in various companies in Jakarta using the Burnout Assessment Tool (BAT) and the Job Demands–Resources Questionnaire (JD-R). Descriptive analysis indicated that both perceived job demands and burnout levels were relatively high among participants. Pearson correlation analysis revealed a significant positive relationship between job demands and burnout (r = 0.414, p < 0.001). This relationship was further confirmed through linear regression analysis, which showed that job demands significantly predicted burnout (F = 27.045, p < 0.001), explaining 17.1% of the variance in burnout (R² = 0.171). Additional analysis demonstrated that job demands had the strongest influence on the emotional impairment dimension of burnout compared to other dimensions. These findings indicate that increasing work pressures, particularly in digitally driven environments that require constant availability, substantially elevate the risk of burnout among employees. The study reinforces the Job Demands–Resources model, emphasizing that excessive job demands without sufficient resources contribute to employee exhaustion and emotional impairment. The results highlight the urgent need for organizations to implement sustainable work management strategies, such as regulating after-hours connectivity and promoting work–life balance, to protect employees’ mental health in the era of digital work.
The Role of Workplace Ostracism on Turnover Intention through Job Stress and Perceived Organizational Support among Gen Z employees Zamralita, Zamralita; Rafi’ah , Khalidatul
Journal of Educational, Health and Community Psychology VOL 15 NO 1 MARCH 2026
Publisher : Universitas Ahmad Dahlan

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Abstract

This study examined the effect of workplace ostracism on turnover intention among Generation Z employees, with job stress as a mediating variable and perceived organizational support as a moderating variable. Using a quantitative, non-experimental design, data were collected from 192 employees via self-administered questionnaires and analyzed using variance-based structural equation modeling. The results showed that workplace ostracism had a significant positive effect on job stress (β = 0.493, p < 0.001) and turnover intention (β = 0.513, p < 0.001). Job stress partially mediated the association between workplace ostracism and turnover intention (indirect effect β = 0.083, p = 0.018). Perceived organizational support was negatively associated with turnover intention (β = −0.201, p = 0.004); however, it did not moderate the relationship between workplace ostracism and turnover intention (WO × POS → TI: p = 0.507). Overall, the findings suggest that interpersonal exclusion operates as a salient stressor for Generation Z employees, increasing turnover intention partly through heightened job stress, while perceived organizational support exerts a direct protective effect but does not buffer the adverse impact of ostracism.
The Role of Job Resources in Enhancing Work Engagement: The Mediating Effect of Job Satisfaction Amanda, Velia; Zamralita, Zamralita; Fahlevi, Reza
International Journal of Multidisciplinary Research of Higher Education Vol 9 No 2 (2026): (April) Theme Education, Religion Studies, Social Sciences, STEM and Economic Dev
Publisher : Islamic Studies and Development Center in Collaboration With Students' Research Center Universitas Negeri Padang

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Abstract

Human resources are a strategic asset that must be managed effectively to sustain organizational performance. Strengthening employee engagement requires not only productivity and motivation but also the provision of adequate job resources. Yet, global evidence shows persistent challenges, with engagement levels remaining low and employees reporting limited vigor, dedication, and absorption. This study investigates the influence of job resources on work engagement, with job satisfaction as a mediating factor. A quantitative approach was employed using convenience sampling, involving 350 employees in Indonesia. Data were collected through an online survey using validated instruments for measuring work engagement, job resources, and job satisfaction. The findings reveal that job resources significantly and positively affect work engagement, and job satisfaction partially mediates this relationship. These results highlight the importance of organizational strategies that prioritize job satisfaction as a pathway to strengthening employee engagement and sustaining long-term performance.
Co-Authors Alvin Sanjaya Amanda, Velia Amelia, Aulia Rizki Anandita, Rafela Angela, Claudia Angeline, Vania Angesti, Nadya Ganis Ardjuna, Achmad Khalid Alfajar Arvaisya, Arfeina Benazir Aryani, Fransiska Xaveria Basaria, Debora Callista, Ignacia Chan, Rosyeni Chandra, Nova Denata, Medelin Dharmawan, Stephanus Raymond Dirk, Audry Carissa Djaja, Margaretha Sabda Fiore, Asyfa Fransisca I. R. Dewi Gisella, Verren Haropis, Yahdi Fahlevi Hasim, Viona Clara Hijaya, Jasmine Meutia Hindra, Aurelia Idulfilastri, Rita Markus Idulfilastri, Rita Markus Indahsaputri, Marsha Irene Irene Jacop, Cindy Jessica Jessica Koesma, Rismiyati Lie, Daniel Limtara, Wilson Wiedardi Luthfiana, Nusaiba Made Cintya Dwiyanti Arsari, Ni Margaretha, Jane Markus Idulfilastri, Rita Markus, Rita Michael Michael Minarti, Kurnianingrum Ayu Nanda, Danan Prima Nathania Lie, Marina Grace Nesa Lydia Patricia, Nesa Lydia Nurramadhania, Khairuzahra Putri Prabandari, Amelia Kania Prima, Ismoro Reza Purwono, R. Urip Puspita, Debora Dwi Putra, Ismoro Reza Prima Putri Leleng Wilis, Anastasia Putri, Yohana Desia Putriadi, Harvi Wahyu Radiani, Danya Rafi’ah, Khalidatul Rafi’ah , Khalidatul Randiyanto Mantulu, Muhamad Reza Fahlevi REZA FAHLEVI Reza, Ismoro Rismiyati, Tetty Saraswati, Kiky Dwi Hapsari Stephanie Angelina Susanto, Priscilla Viona Tji Beng, Jap Untung, Laura Aurelia Austine Uranus, Hanna Christina Valentine, Raissa Vanessa Xenia, Callista Venesia, Venesia Veren, Karissa Veronica, Davina Violany, Refacha Widyastuti, Philomena Esti Wijaya, Kresna Surya Wilis, Anastasia Putri Leleng Wiranata, Kevin Yohanes Budiarto Young, Tjenita