Retensi Karyawan Generasi Z Di Indonesia Berdasarkan Kajian Literatur Sistematis
DOI:
https://doi.org/10.59031/jkpim.v3i2.601Keywords:
Retensi Karyawan, Generasi Z, Fleksibilitas Kerja, Pengembangan KarierAbstract
Penelitian ini menyoroti tantangan retensi karyawan Generasi Z di Indonesia, yang memiliki preferensi kerja berbeda dari generasi sebelumnya. Dengan menggunakan Systematic Literature Review (SLR) dari 35 penelitian antara 2013-2024, ditemukan bahwa fleksibilitas kerja, pengembangan karier, kompensasi yang kompetitif, dan budaya organisasi yang mendukung inovasi adalah faktor utama yang meningkatkan loyalitas Generasi Z. Perusahaan yang menawarkan lingkungan kerja fleksibel, sistem kompensasi berbasis penghargaan, serta program pelatihan dan mentoring berbasis teknologi lebih efektif dalam mempertahankan karyawan muda. Disarankan agar organisasi mengadopsi kebijakan retensi adaptif, termasuk program kesejahteraan mental, kepemimpinan transparan, dan optimalisasi teknologi digital. Penelitian lebih lanjut diperlukan untuk mengeksplorasi peran mentoring, kesejahteraan mental, dan dampak platform kerja digital dalam meningkatkan keterikatan karyawan Generasi Z.
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