<![CDATA[Digital transformation and changing work arrangements require young workers to adapt physically, psychologically, professionally, and relationally. This study aimed to map Generation Z adaptation in Indonesian insurance companies using the four modes of the Roy Adaptation Model. A quantitative survey design was employed. Purposive sampling involved 27 respondents aged 18–25 years who worked or interned in 18 insurance and reinsurance companies. The instrument consisted of 20 five-point Likert-scale statements, with five items representing each mode: physiological, self-concept, role function, and interdependence. Data analysis included frequency distributions, mean (M), standard deviation (SD), median, corrected item-total correlation, and Cronbach’s alpha. Overall adaptation was categorized as high (M=3.90; SD=0.41; n=26). Interdependence obtained the highest score (M=4.14; SD=0.52), followed by self-concept (M=4.07; SD=0.47), role function (M=3.98; SD=0.53), and physiological adaptation (M=3.45; SD=0.63). Overall reliability was adequate for exploratory research (α=0.775; n=17), while reliability across individual modes remained moderate (α=0.554–0.684). The findings indicate that collaboration, technological confidence, and career orientation were relatively strong, whereas fatigue from schedule changes, adequate rest, and professional role transitions require greater attention. This study extends the application of the Roy Adaptation Model beyond clinical contexts and provides practical priorities for young talent management in the insurance industry. ]]>
