Pengaruh Manajemen Talenta dan Work-Life Balance terhadap Retensi Karyawan Generasi Z pada Perusahaan Swasta di Kota Tebing Tinggi

Dwi Nopita Sari (Program Studi Magister Manajemen, Sekolah Tinggi Ilmu Ekonomi Bina Karya Tebing Tinggi)
Fuji Asih Aini (Program Studi Magister Manajemen, Sekolah Tinggi Ilmu Ekonomi Bina Karya Tebing Tinggi)
Dina Rina Junita (Program Studi Magister Manajemen, Sekolah Tinggi Ilmu Ekonomi Bina Karya Tebing Tinggi)
Fitria Masbulan Dalimunthe (Program Studi Magister Manajemen, Sekolah Tinggi Ilmu Ekonomi Bina Karya Tebing Tinggi)
Fifi Yunita Harahap (Program Studi Magister Manajemen, Sekolah Tinggi Ilmu Ekonomi Bina Karya Tebing Tinggi)
Fanny Sasbuhky Daulay (Program Studi Magister Manajemen, Sekolah Tinggi Ilmu Ekonomi Bina Karya Tebing Tinggi)
Aisyah Siregar (Program Studi Magister Manajemen, Sekolah Tinggi Ilmu Ekonomi Bina Karya Tebing)

Jurnal Ekonomika Manajemen Dan Bisnis
Vol. 5 No. 2 (2026): Juli-Desember

Changes in work patterns and the demands of the new generation have made employee retention a strategic issue for private companies in Tebing Tinggi. Generation Z tends to change jobs easily if they feel they are not growing and lack work-life balance. In this context, talent management and work-life balance are two key factors believed to significantly influence Generation Z employees’ decisions to stay with a company. This study aims to examine the effect of Talent Management and Work-Life Balance on Generation Z Employee Retention in private companies in Tebing Tinggi City. A quantitative approach was employed using a sample of 96 respondents, determined by the Cochran formula. Data were collected through a Likert-scale questionnaire and analyzed using IBM SPSS Statistics with multiple linear regression analysis. The results indicate that Talent Management has a positive and significant effect on Employee Retention (Sig. = 0.002), while Work-Life Balance also has a positive and significant effect on Employee Retention (Sig. = 0.000). Simultaneously, both variables significantly influence Employee Retention (F = 24.248; Sig. = 0.000). The coefficient of determination (R²) of 0.343 indicates that 34.3% of the variation in Employee Retention is explained by Talent Management and Work-Life Balance, while the remaining 65.7% is influenced by other factors outside the research model. These findings suggest that effective talent management and work-life balance practices play an important role in improving Generation Z employee retention.