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All Journal MANAJEMEN DEWANTARA eCo-Buss JEMSI (Jurnal Ekonomi, Manajemen, dan Akuntansi) Journal of Educational Management Research PESHUM
Rizani Ramadhan
Universitas Tanjungpura
Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Social Sciences

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Retensi Karyawan Gen Z: Dampak Penghargaan, Pengembangan Karier, dan Kepuasan Kerja Khujjah Ayu Asria; Juniwati Juniwati; Rizani Ramadhan; Titik Rosnani; Endah Mayasari
eCo-Buss Vol. 7 No. 3 (2025): eCo-Buss
Publisher : Komunitas Dosen Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32877/eb.v7i3.1796

Abstract

The phenomenon of job hopping has become a trend among Gen Z. This generation seeks financial compensation, career development, a positive work environment, and work-life balance. In Indonesia, especially in West Kalimantan, Gen Z significantly dominates the population, so companies need effective strategies to retain their talents. This research investigates the influence of rewards and career development on employee retention, with job satisfaction as mediation. The population in this study consisted of Gen Z, who worked in cafes in West Kalimantan; the sample in this study was 211. With respondent criteria, employees who work in cafes in West Kalimantan, aged 18-27 years, with a minimum work duration of 6 months. The questionnaire was distributed online through social media platforms. The measurement and analysis tools used are SmartPLS 3 and SEM. The results showed that rewards positively and significantly affect job satisfaction and employee retention. Career development positively and significantly affects job satisfaction and employee retention. Job satisfaction has a positive and significant effect on employee retention. Job satisfaction as a mediating variable is proven to have a positive and significant impact on the relationship between rewards and employee retention, career development, and employee retention.
Pengaruh Keseimbangan Kerja-Kehidupan dan Kompensasi Terhadap Niat Pindah Kerja Melalui Mediasi Kepuasan Kerja Pada Karyawan Generasi Z Pada Industri Startup Syarini Syarini; Ahmad Shalahuddin; Mazayatul Mufrihah; Nurul Komari; Rizani Ramadhan
PESHUM : Jurnal Pendidikan, Sosial dan Humaniora Vol. 5 No. 3: April 2026
Publisher : CV. Ulil Albab Corp

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56799/peshum.v5i3.16390

Abstract

Dominasi secara demografis serta tingginya tingkat pergantian karyawan Generasi Z di Indonesia, menciptakan peluang pertumbuhan sekaligus ancaman bagi perusahaan atau organisasi. Tujuan dari studi ini adalah untuk mengkaji bagaimana Keseimbangan Kerja-Kehidupan dan Kompensasi memengaruhi Niat Pindah Kerja dengan Kepuasan Kerja sebagai mediasi pada Generasi Z di industri stratup. Riset ini menggunakan desain kuantitatif, dan data dikimpulkan melalui kuesioner terhadap 190 karyawan Generasi Z yang dianalisis menggunakan SEM-PLS. Hasil penelitian menunjukkan bahwa WLB dan CS berpengaruh negatif dan signifikan terhadap TI, bahwa WLB dan CS juga berpengaruh positif dan signifikan terhadap JS. JS berpengaruh negatif dan signifikan terhadap TI. Selain itu JS terbukti secara parsial memedasi hubungan antara bahwa WLB dan CS terhadap TI. Penelitian ini harapkan dapat memberikan kontribusi praktis dengan membantu perusahaan dalam merancang kebijakan SDM yang lebih baik agar dapat mempertahankan karyawan Gen Z dengan memberikan kebijakan yang jelas terkait Keseimbangan Kerja-Kehidupan (WLB) dan aturan Kompensasi (CS) yang layak dengan kontribusi yang karyawan berikan. Secara teoritis bisa memperkaya literatur dan mengembangkan pemahaman tentang peran Kepuasan Kerja (JS) sebagai mediator antara Keseimbangan Kerja-Kehidupan dan Kompensasi terhadap Niat Pindah Kerja (TI) pada konteks karyawan generasi Z.
Career Adaptability and Resilience as Predictors of Subjective Well-Being: Testing Self-Efficacy as a Mediator in University Students Sinta Amanda Putri; Helma Malini; Mazayatul Mufrihah; Rizani Ramadhan
Journal of Educational Management Research Vol. 5 No. 3 (2026)
Publisher : Al-Qalam Institue

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61987/jemr.v5i3.2345

Abstract

From a Human Resource Management perspective, final-year students are considered prospective workforce members as they are in a transition phase from education to the labor market and are preparing competencies and psychological readiness required by organizations. This study aims to analyze the effects of career adaptability and resilience on subjective well-being, with self-efficacy serving as a mediating variable. This study employed a quantitative approach using a survey method by distributing questionnaires to 240 final-year students undergoing career transition. The collected data were analyzed using Structural Equation Modeling (SEM) with SmartPLS 4 software. The results revealed that career adaptability and resilience had positive and significant effects on subjective well-being. Furthermore, self-efficacy was found to significantly mediate the relationships between career adaptability and resilience and subjective well-being. These findings imply that strengthening adaptability, resilience, and self-efficacy can support students’ psychological well-being and contribute to preparing a more adaptive, resilient, and work-ready future workforce.
FANDOM HOBBY ENGAGEMENT AND EMPLOYEE WELL-BEING: THE MEDIATING ROLE OF WORK-LIFE BALANCE AMONG INDONESIAN MILLENNIAL WORKERS Pramana Saputra; Endah Mayasari; Uray Ndaru Mustika; Rizani Ramadhan; Bintoro Bagus Purmono
MANAJEMEN DEWANTARA Vol 10 No 3 (2026): MANAJEMEN DEWANTARA (Online First)
Publisher : Universitas Sarjanawiyata Tamansiswa

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

The growth of popular culture and the creative economy has transformed fandom related activities into part of the modern lifestyle among working adults. Activities such as collecting figures, assembling model kits, gaming, and participating in fandom communities are increasingly used by millennial employees as leisure activities and psychological recovery mechanisms from work related stress. This study aims to examine the effect of fandom hobby engagement on employee well-being through the mediating role of work-life balance among Indonesian millennial workers. This study employs a quantitative approach using a survey method. The population consists of millennial employees in Indonesia who actively engage in fandom related hobbies. Data were collected through an online questionnaire using a five-point Likert scale and analyzed using Structural Equation Modeling-Partial Least Squares (SEM-PLS). The results are expected to show that fandom hobby engagement positively influences work-life balance and employee well-being. In addition, work-life balance is predicted to mediate the relationship between fandom hobby engagement and employee well-being. This study contributes to the literature on employee well-being, occupational psychology, work-life balance, and fandom culture within the context of the creative economy
ANALISIS FAKTOR-FAKTOR YANG MEMPENGARUHI PERATAAN LABA (INCOME SMOOTHING) PADA SUB INDUSTRI MAKANAN OLAHAN YANG TERDAFTAR DI BEI PERIODE TAHUN 2019-2024 Uray Ndaru Mustika; Rizani Ramadhan; Pramana Saputra; Bintoro Bagus Purmono
MANAJEMEN DEWANTARA Vol 10 No 3 (2026): MANAJEMEN DEWANTARA (Online First)
Publisher : Universitas Sarjanawiyata Tamansiswa

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30738/md.v10i3.23089

Abstract

This study aims to examine the factors affecting income smoothing practices among processed food companies listed on the Indonesia Stock Exchange (IDX) during the 2019–2024 period, focusing on firm size, financial leverage, and profitability. This is a quantitative study using panel data that combines the time-series and cross-sectional dimensions. The population consists of processed food sub-industry companies listed on the IDX, and 15 companies were selected using a purposive sampling technique based on predetermined criteria. Income smoothing was measured using the Eckel Index, and the data were analyzed through multiple linear regression with SPSS version 25. The results show that firm size has a significant positive effect on income smoothing, while financial leverage has a significant negative effect. In contrast, profitability (Net Profit Margin) does not significantly affect income smoothing. These findings indicate that company scale and debt structure are more decisive in shaping income smoothing behavior than the level of profitability.
The Role Of Employee Engagement In Mediating The Effects Of Meaningful Work, Hindrance Stressors, And Work-Life Balance On Quiet Quitting Among Generation Z Employees In Indonesia Zuliandra Adelia Putri; Barkah Barkah; Rizani Ramadhan; Arman Jaya; Hassanudin Hassanudin
JEMSI (Jurnal Ekonomi, Manajemen, dan Akuntansi) Vol. 12 No. 4 (2026): Agustus 2026
Publisher : Lembaga Komunitas Informasi Teknologi Aceh (KITA), Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35870/jemsi.v12i4.6700

Abstract

Quiet quitting has become a major issue in human resource management, changing how Generation Z employees view loyalty. This study looks at whether employee engagement connects meaningful work, hindrance stressors, and work-life balance to quiet quitting among Generation Z workers in Indonesia. Using a quantitative survey, we collected data from Generation Z employees and analyzed it with Structural Equation Modeling (SEM-PLS). The results show some unexpected patterns. Employee engagement did not act as a link, suggesting that enthusiasm for work and the choice to limit workload are not always connected. Only meaningful work was found to reduce quiet quitting, while hindrance stressors had no effect. Another surprising finding was that work-life balance actually increased quiet quitting, suggesting that some employees use withdrawal as a way to achieve balance. Based on these results, organizations should focus less on emotional retention and more on creating meaningful work and clear work boundaries, since high engagement alone does not prevent quiet quitting.
Co-Authors Ahmad Shalahuddin Arman Jaya Barkah Barkah Bintoro Bagus Purmono Endah Mayasari Hassanudin Hassanudin Helma Malini Juniwati Juniwati Khujjah Ayu Asria Mazayatul Mufrihah B11212091 Nurul Komari Pramana Saputra Pramana Saputra Sinta Amanda Putri Syarini Syarini Titik Rosnani Uray Ndaru Mustika Zuliandra Adelia Putri