Article Per Year (5 Year)
p-Index From 2021 - 2026
0.444
P-Index
This Author published in this journals
All Journal Jurnal Pendidikan Sosiologi dan Humaniora JURNAL EDUCATION AND DEVELOPMENT
Hanim, Syarifah
Unknown Affiliation
Agriculture, Biological Sciences & Forestry Arts Humanities Computer Science & IT Education Languange, Linguistic, Communication & Media Social Sciences Other

Published : 2 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 2 Documents
Search

 1 
A systematic review of the literature on work engagement and learning agility in increasing Generation Z employee loyalty Hanim, Syarifah; Ringko, Awang; Sahrah, Alimatus
Jurnal Pendidikan Sosiologi dan Humaniora Vol 16, No 3 (2025): Special Issue 2025
Publisher : Universitas Tanjungpura

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26418/j-psh.v16i3.102153

Abstract

This study conducts an in-depth exploration of work engagement and learning agility contributions in strengthening Generation Z employee loyalty through a systematic literature review approach covering the 2021-2025 publication period. The Systematic Literature Review (SLR) methodology with PRISMA protocol was applied to analyze 13 peer-reviewed journal articles extracted from academic repositories including Scopus, Web of Science, and Google Scholar. Selection criteria encompassed empirical publications exploring a minimum of two out of three core variables with a focus on samples or specific discussions regarding Generation Z characteristics. Findings indicate that work engagement, particularly in the emotional engagement aspect, demonstrates significant dominance in Gen Z employee retention with a coefficient value of β = 0.68. Learning agility is identified as playing a mediating mechanism role that connects organizational capabilities with manifestations of workforce innovative behavior. Gen Z loyalty characteristics are conditional and value-oriented, with primary determinants including job satisfaction, work-life balance, work motivation, and employer branding. Holistic integration of both constructs reveals effectiveness superiority compared to conventional paradigms. The research produces a Generational Loyalty Framework that underscores purpose-driven work, emotional connection, and continuous learning as essential foundations of Gen Z loyalty. Applicative implications encompass formulation of meaningful engagement strategies, development of experiential learning-based agility programs, and adoption of flexible work arrangements to optimize digital era talent retention
ANALISIS FAKTOR DOMINAN RETENTION PADA KARYAWAN GEN Z: STUDI FENOMENOLOGI Hanim, Syarifah; Kuncoro, Wahyu; Abdullah, Sri Muliati
Jurnal Education and Development Vol 14 No 2 (2026): Vol 14 No 2 Mei 2026
Publisher : Institut Pendidikan Tapanuli Selatan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37081/ed.v14i2.8015

Abstract

Transformasi demografi angkatan kerja Indonesia ditandai oleh masuknya Generasi Z yang diproyeksikan mencapai 27% total tenaga kerja global pada tahun 2025. Fenomena paradoks muncul ketika 74% karyawan Gen Z menunjukkan engagement tinggi namun memiliki kecenderungan terbesar meninggalkan organisasi. Penelitian ini bertujuan mengeksplorasi faktor-faktor dominan yang memengaruhi retensi karyawan Generasi Z melalui pendekatan kualitatif fenomenologi. Tujuh informan karyawan Gen Z di Yogyakarta dengan masa kerja minimal enam bulan dipilih secara purposive. Pengumpulan data dilakukan melalui wawancara semi-terstruktur yang dianalisis menggunakan metode tematik berbantuan OpenCode. Penelitian mengidentifikasi delapan tema utama: fleksibilitas dan work-life balance sebagai faktor paling dominan (100%), diikuti pengembangan karier (85,7%), kualitas kepemimpinan (71,4%), meaningful work (71,4%), lingkungan kerja, kompensasi, beban kerja, dan teknologi digital. Temuan mengungkap loyalitas Gen Z bersifat kondisional dan transaksional, dengan motivasi intrinsik lebih dominan dibanding ekstrinsik. Proses pengambilan keputusan retensi berjalan dinamis melalui evaluasi kognitif, respons emosional, dan intensi perilaku berkelanjutan. Interaksi kompleks antar faktor membentuk pola sinergis, kompensatoris, dan kontradiktif yang menciptakan pengalaman unik setiap individu. Kesenjangan harapan dan realitas organisasi menjadi pemicu utama intensi keluar. Organisasi perlu mengimplementasikan strategi holistik berbasis lima pilar: fleksibilitas sebagai fondasi, pengembangan sebagai motivator, kepemimpinan sebagai fasilitator, makna sebagai purpose, dan budaya sebagai enabler.
Co-Authors Alimatus Sahrah Ringko, Awang Sri Muliati Abdullah Wahyu Kuncoro