The influence of organisational behaviour, inclusive work environment, and career development on the performance of gen z employees with work engagement as a moderating variable
Main Article Content
Abstract
This study aims to analyze the influence of organizational behavior, inclusive work environment, and career development on the performance of Gen Z employees in Indonesia, with work engagement as an intervening variable. Given Gen Z's dominance in the modern workforce, understanding the factors that drive their productivity is crucial. The research method used was a quantitative explanatory method with a survey technique through a questionnaire to 111 Gen Z employee respondents. Data were analyzed using Structural Equation Modeling (SEM) based on Partial Least Squares (PLS) to test the structural relationships between variables as well as the moderating and mediating effects. The results show that an inclusive work environment is the most significant driver of work engagement, which then has a positive impact on improving employee performance. Career development has a positive effect, but on a smaller scale. In contrast, organizational behavior does not show a significant influence on work engagement or performance in the context of this study's respondents. These findings confirm that work engagement is a key variable that transforms organizational resources into tangible performance. Therefore, organizations are advised to prioritize the creation of an inclusive work climate to optimize the potential of young employees.
Article Details
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
References
Abdulkareem, A. K., Bello, M. L., Omolabi, I., Amosa, R. J., AbdulRasaq, S., Suleiman, A. A., & Yahaya, J. I. (2025). Inclusive leadership and employee performance: the mediating role of innovative work behaviours. Academic Journal of Business and Social Sciences, 9(1), 195-214.
Almasradi, R. B., Alabsy, N. M., & Brika, S. K. (2024). Exploring the impact of organizational behavior on employee performance in Saudi universities. International Journal of Advanced and Applied Sciences, 11(6), 44-52. https://doi.org/10.21833/ijaas.2024.06.005
Arbyan, A. C., & Riyanto, S. (2023). The influence of the work environment on employee performance. Jurnal Studi Manajemen Organisasi, 19(2), 57-63. https://doi.org/10.14710/jsmo.v19i2.30560
Breevaart, K., & Bakker, A. B. (2018). Daily job demands and employee work engagement: The role of daily transformational leadership behavior. Journal of occupational health psychology, 23(3), 338-349. https://psycnet.apa.org/doi/10.1037/ocp0000082
Corbeanu, A., & Iliescu, D. (2023). The link between work engagement and job performance. Journal of Personnel Psychology. https://doi.org/10.1027/1866-5888/a000316
Jia-Jun, Z., & Hua-Ming, S. (2022). The impact of career growth on knowledge-based employee engagement: The mediating role of affective commitment and the moderating role of perceived organizational support. Frontiers in Psychology, 13, 805208. https://doi.org/10.3389/fpsyg.2022.805208
Junejo, S. A., Jiskani, A. A., & Lashari, S. A. (2025). The effect of career development, work motivation, and job satisfaction on employee performance. Journal of Social & Organizational Matters, 4(2), 229–239. https://doi.org/10.56976/jsom.v4i2.215
K, S. K., Buhukya, S. Sharma, A., Sachdeva, V., Sharma, M. (2023). Analyzing the relationship between employee engagement and job performance. The Journal of Psychology and Theology, 44(4), 1627-1635. https://doi.org/10.52783/tjjpt.v44.i4.1115
Kania, W., Kristanto, Y., & Army, W. L. (2024). The influence of career development on employee performance in FIF Group Cikampek Karawang Branch. JISIP (Jurnal Ilmu Sosial dan Pendidikan), 8(4), 2328. https://doi.org/10.58258/jisip.v8i4.7345
Muliono, & Sugiarto, A. (2022). Pengaruh perilaku organisasi terhadap kinerja pegawai pada Kantor Badan Kepegawaian Daerah Kota Binjai. Algebra: Jurnal Pendidikan, Sosial dan Sains, 2(3), 189–197. https://doi.org/10.58432/algebra.v2i3.573
Onsardi, O., & Kulsum, U. (2025). Pengaruh pelatihan kerja dan pengembangan karir terhadap kinerja pegawai pada Kantor Perwakilan Bank Indonesia Provinsi Bengkulu. Jurnal Entrepreneur dan Manajemen Sains, 6(2), 1045–1063. https://doi.org/10.36085/jems.v6i2.8359
Putimelinda, W., & Jatmiko, U. (2023). Work engagement as a mediating effect of personal resources on performance: An empirical study of woodcraft MSMEs employees. Strategic Management Business Journal, 3(2), 277-287. https://doi.org/10.55751/smbj.v3i02.81
Putri, R. F. B., Ambarsari, F., & Novianty, D. (2022). Pengaruh pengembangan karir terhadap kinerja karyawan di PT MNC Sky Vision Bandung. Jurnal Bisnisman: Riset Bisnis dan Manajemen, 3(3), 34–39. https://doi.org/10.52005/bisnisman.v3i3.62
Qodariah, Q. (2019). Analisis deskripsi pengaruh work engagement terhadap kinerja karyawan: Ability (a), effort (e), support (s) pt surveyor Indonesia. Stability: Journal of Management and Business, 2(1), 53-64. https://doi.org/10.26877/sta.v2i1.4033
Rayani, M., Fauzi, A., Hetharia, E. C. P., Rizandi, S., & Rusady, M. V. (2024). Dinamika komitmen dan perilaku organisasi dalam mendorong kinerja pegawai pada Kantor Dinas Perhubungan Provinsi Kalimantan Timur. Jurnal Manajemen Pendidikan dan Ilmu Sosial, 5(3), 665–675. https://doi.org/10.38035/jmpis.v5i3.2051
Reijseger, G., Peeters, M. C. W., Taris, T. W., & Schaufeli, W. B. (2017). From motivation to activation: Why engaged workers are better performers. Journal of Business and Psychology, 32(2), 117–130. https://doi.org/10.1007/s10869-016-9435-z
Sattar, T., Ahmad, K., & Hassan, S. M. (2015). Role of human resource practices in employee performance and job satisfaction with mediating effect of employee engagement. Pakistan Economic and Social Review 53(1), 81-96.
Seku, S. I., & Andriyani, S. (2023). Pengaruh pengembangan karier terhadap kinerja karyawan. Journal of Management: Small and Medium Enterprises (SMEs), 16(2), 387-395. https://doi.org/10.35508/jom.v16i2.7214
Stirpe, L., Profili, S., & Sammarra, A. (2022). Satisfaction with HR practices and employee performance: A moderated mediation model of engagement and health. European Management Journal, 40(2), 295-305. https://doi.org/10.1016/j.emj.2021.06.003
Suhartono, H., Suardhika, N., Yuesti, A., & Landra, N. (2024). The role of organizational citizenship behavior in improving employee performance. Global Research Review in Business and Economics, 10(1), 59-71. https://doi.org/10.56805/grrbe.24.10.1.03
Suparyanto, T., Fauzi, R. U. A., Nungraha, A. R., Dewanto, D., & Tarmizi, R. (2025). Diversity and Inclusion in the Workplace: Assessing Their Effects on Employee Performance and Innovation. RIGGS: Journal of Artificial Intelligence and Digital Business, 4(1), 38-42. https://doi.org/10.31004/riggs.v4i1.370
Umrani, W. A., Bachkirov, A. A., Nawaz, A., Ahmed, U., & Pahi, M. H. (2024). Inclusive leadership, employee performance and well-being: an empirical study. Leadership & Organization Development Journal, 45(2), 231-250. https://doi.org/10.1108/LODJ-03-2023-0159