<![CDATA[This study examines the effects of person-job fit, work-life balance, and rewards on job satisfaction among Generation Z employees in Surakarta City, Indonesia. A quantitative cross-sectional survey design was employed using primary data collected from 100 respondents selected through purposive sampling. Data were gathered through a structured questionnaire and analyzed using multiple linear regression after validity, reliability, and classical assumption testing. The results show that person-job fit has a positive and significant effect on job satisfaction (B = 0.307; p = 0.008). Work-life balance also exerts a positive and significant effect (B = 0.578; p = 0.000), while rewards demonstrate a positive and significant contribution (B = 0.224; p = 0.012). The regression model is statistically significant, with an adjusted R-squared of 0.606, indicating that the three predictors explain 60.6% of the variation in job satisfaction. These findings emphasize the importance of aligning employee capabilities with job demands, supporting work-life balance, and providing appropriate rewards to strengthen job satisfaction among Generation Z employees in contemporary organizational settings. The findings offer implications for human resource management and Generation Z retention strategies. ]]>
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