<![CDATA[This study examines the relationships among job crafting, workplace happiness, work engagement, and perceived organizational support among Generation Z employees in Indonesia. Using the Job Demands–Resources model and Organizational Support Theory, the study tested the mediating role of workplace happiness and the moderating role of perceived organizational support. Data were collected from 390 Generation Z employees through a cross-sectional survey using purposive sampling and a five-point Likert-scale questionnaire, then analyzed with Partial Least Squares Structural Equation Modeling. The results showed that job crafting was positively associated with work engagement (β = .370, p < .001) and workplace happiness (β = .377, p < .001). Workplace happiness was also positively associated with work engagement (β = .144, p < .001) and partially mediated the relationship between job crafting and work engagement (β = .054, p = .001). Perceived organizational support significantly strengthened the relationship between job crafting and workplace happiness (β = .060, p = .047), but did not significantly moderate the relationship between workplace happiness and work engagement (β = −.045, p = .151). These findings indicate that workplace happiness serves as a complementary psychological pathway, while perceived organizational support plays a stage-specific moderating role. Organizations should provide autonomy, recognition, feedback, and development opportunities to support constructive job crafting and improve employee happiness and engagement.]]>
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