Keywords
work engagement
Generation Z
employees
JD-R Model
How to Cite
Abstract
Generation Z is increasingly entering the workforce and facing various job demands that may affect their work engagement. This study aimed to analyze the role of job demands in work engagement among Generation Z employees. The study employed a quantitative approach with a non-experimental causal associative design. Participants consisted of 100 Generation Z employees aged 18–29 years who worked in DKI Jakarta and had a minimum work tenure of six months. Data were collected using the Job Demands scale and the Utrecht Work Engagement Scale (UWES), and analyzed using simple linear regression. The results showed that job demands had a significant negative role in work engagement, with a regression coefficient of B = −0.923, β = −0.625, t = −7.933, and p < 0.001. The coefficient of determination (R²) was 0.391, indicating that job demands contributed 39.1% to the variance in work engagement. These findings indicate that higher job demands are associated with lower work engagement among Generation Z employees. Thus, managing job demands is important to maintain employees’ energy, dedication, and involvement in their work.References
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