INFLUENCE OF WORKPLACE WELL-BEING ON WORK ENGAGEMENT MODERATED BY PSYCHOLOGICAL CAPITAL AMONG GENERATION Z EMPLOYEES
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Abstract
Gen Z is the generation group with the largest number in Indonesia and second largest population in Jakarta which contributes to the demographic bonus in the largest amount. Gen Z has just entered the world of work and is a generation that is looking for happiness at work. The COVID-19 pandemic for 3 years has made many organizations implement work from home, now that COVID-19 pandemic has ended, employers need to determine how they can develop their corporate culture and workforce strategy to accommodate this phenomenon at the workplace. Jakarta is a city that is home to the head offices of state-owned companies, private companies and foreign companies, the majority of its residents have employment status as employees. This research is quantitative and non-experimental, which is expected to provide an overview of whether workplace dynamics can cause happiness among Gen Z employees in Jakarta at work and workplace, and whether personal resources can change the relationship dynamics. Sample characteristics in this study is categorized as Gen Z employees aged 20 – 26 years who are working in Jakarta with total sample of 489. Data was taken by a self-report questionnaire using measurement tool of UWES-9, WWQ, and PCQ-24. Results show that workplace well-being has a positive relationship, significantly influences work engagement. When psychological capital is placed as a moderator, it successfully moderates the relationship of workplace well-being. When psychological capital is low, the relationship is stronger and significant, but when psychological capital is high, the relationship is weaker and not significant.
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