Pengaruh Work-life Balance terhadap Komitmen Organisasional Afektif pada Karyawan Generasi Z di Industri E-commerce Indonesia: Peran Mediasi Keterikatan Karyawan

MUHAMMAD FAUZAN, Prof. Dr. Reni Rosari, M.B.A.

2026 | Tesis | S2 MANAJEMEN (MM) JAKARTA

Industri e-commerce yang ditandai oleh intensitas kerja yang tinggi dan konektivitas digital menciptakan tantangan bagi organisasi dalam mempertahankan keterikatan karyawan dan komitmen organisasional afektif pada Generasi Z. Dalam konteks tersebut, work-life balance dipandang sebagai salah satu faktor yang berpotensi memengaruhi komitmen organisasional afektif. Meskipun berbagai penelitian telah mengkaji hubungan antara work-life balance dan komitmen organisasional afektif, sebagian besar penelitian masih berfokus pada pengaruh langsung dan belum menjelaskan mekanisme psikologis yang mendasari hubungan tersebut. Oleh karena itu, penelitian ini bertujuan menguji peran keterikatan karyawan sebagai variabel mediasi dalam hubungan antara work-life balance dan komitmen organisasional afektif pada karyawan Generasi Z di industri e-commerce Indonesia.

Penelitian ini menggunakan pendekatan kuantitatif dengan metode survei terhadap 156 karyawan Generasi Z yang bekerja pada industri e-commerce di Indonesia. Data dikumpulkan melalui penyebaran kuesioner daring menggunakan teknik purposive sampling dan dianalisis menggunakan Structural Equation Modeling–Partial Least Squares (SEM-PLS) dengan bantuan perangkat lunak SmartPLS 4. Dalam penelitian ini, Work-Life Balance dimodelkan sebagai higher-order construct yang dibentuk oleh dua dimensi interference, yaitu Work Interference with Personal Life (WIPL) dan Personal Life Interference with Work (PLIW). Kedua dimensi tersebut diukur menggunakan pendekatan reverse coding sehingga skor yang lebih tinggi merepresentasikan kondisi work-life balance yang lebih baik.

Hasil penelitian menunjukkan bahwa work-life balance memiliki pengaruh yang signifikan terhadap komitmen organisasional afektif dengan arah hubungan negatif (? = -0,156; p = 0,002). Selain itu, pengaruh tidak langsung work-life balance terhadap komitmen organisasional afektif melalui keterikatan karyawan juga signifikan dengan arah hubungan negatif (? = -0,192; p = 0,004). Temuan ini menunjukkan bahwa work-life balance bukan merupakan faktor utama yang membentuk keterikatan karyawan maupun komitmen organisasional afektif pada konteks penelitian ini. Sebaliknya, keterikatan karyawan memiliki pengaruh yang sangat kuat terhadap komitmen organisasional afektif. Penelitian ini memberikan kontribusi empiris terhadap pengembangan Job Demands–Resources Theory dan Social Exchange Theory dengan menunjukkan bahwa karakteristik Generasi Z dan lingkungan kerja digital merupakan kondisi kontekstual yang memengaruhi hubungan antara work-life balance, keterikatan karyawan, dan komitmen organisasional afektif. 

Kata kunci: work-life balance, keterikatan karyawan, komitmen organisasional afektif, Generasi Z, e-commerce, SEM-PLS.

 The e-commerce industry, characterized by high work intensity and constant digital connectivity, creates challenges for organizations in maintaining employee engagement and affective organizational commitment among Generation Z employees. In this context, work-life balance is considered one of the factors that may influence affective organizational commitment. Although numerous studies have examined the relationship between work-life balance and affective organizational commitment, most have primarily focused on direct effects and have not sufficiently explained the underlying psychological mechanisms underlying this relationship. Therefore, this study aims to examine the mediating role of employee engagement in the relationship between work-life balance and affective organizational commitment among Generation Z employees in the Indonesian e-commerce industry.

This study employed a quantitative approach using a survey method involving 156 Generation Z employees working in the Indonesian e-commerce industry. Data were collected through an online questionnaire using a purposive sampling technique and analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS) with SmartPLS 4 software. In this study, Work-Life Balance was modeled as a higher-order construct consisting of two interference dimensions, namely Work Interference with Personal Life (WIPL) and Personal Life Interference with Work (PLIW). Both dimensions were measured using a reverse coding approach so that higher scores represented better work-life balance.

The results showed that work-life balance had a significant effect on affective organizational commitment with a negative relationship (? = -0.156; p = 0.002). Furthermore, the indirect effect of work-life balance on affective organizational commitment through employee engagement was also statistically significant and negative (? = -0.192; p = 0.004). These findings suggest that work-life balance was not the primary factor in fostering employee engagement or affective organizational commitment within the context of this study. Instead, employee engagement emerged as a substantially stronger predictor of affective organizational commitment. Furthermore, this study provides empirical support for the development of the Job Demands–Resources Theory and Social Exchange Theory by demonstrating that the distinctive characteristics of Generation Z employees and the digitally intensive work environment constitute important contextual conditions that shape the relationships among work-life balance, employee engagement, and affective organizational commitment. 

Keywords: work-life balance, employee engagement, affective organizational commitment, Generation Z, e-commerce, SEM-PLS.

Kata Kunci : work-life balance, keterikatan karyawan, komitmen organisasional afektif, Generasi Z, e-commerce, SEM-PLS.