Dampak Budaya Organisasi dan Komitmen Afektif terhadap Retensi Karyawan Generasi Z di Industri Kreatif
DOI:
https://doi.org/10.30640/trending.v4i3.6786Keywords:
Affective Commitment, Creative Industry, Employee Retention, Generation Z, Organizational CultureAbstract
Changes in the workforce composition, now dominated by Generation Z, present new challenges for organizations, particularly in retaining employees in the highly dynamic and talent-driven creative industry. This generation is known for its unique characteristics, such as a tendency toward high job mobility, a need for a flexible work environment, and an orientation toward meaning and emotional attachment in their work. This study aims to analyze the influence of organizational culture and affective commitment on Generation Z employee retention, as well as to test the role of affective commitment as a mediating variable in this relationship. This study employs a quantitative approach with an explanatory design. Data were collected via a questionnaire distributed to 120 respondents who are Generation Z employees in the creative industry sector. Data analysis was conducted using multiple linear regression and mediation tests to identify direct and indirect relationships among the variables. The results indicate that organizational culture and affective commitment have a positive and significant effect on employee retention. Furthermore, affective commitment was found to act as a mediating variable that strengthens the influence of organizational culture on retention. These findings indicate that a supportive work environment not only has a direct impact on employees’ desire to stay, but also enhances emotional attachment, which ultimately strengthens employee loyalty. This study suggests that strategies for retaining Generation Z employees should not focus solely on structural aspects of the organization but must also consider psychological dimensions, particularly in building emotional bonds between employees and the organization. Thus, developing an adaptive and humanistic organizational culture is key to improving employee retention in the creative industry.
References
Allen, N. J., & Meyer, J. P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational Psychology, 63(1), 1–18. https://doi.org/10.1111/j.2044-8325.1990.tb00506.x
Alvesson, M. (2013). Understanding organizational culture (2nd ed.). Sage Publications.
Creswell, J. W., & Creswell, J. D. (2018). Research design: Qualitative, quantitative, and mixed methods approaches (5th ed.). Sage Publications.
Denison, D. R. (2000). Organizational culture: Can it be a key lever for driving organizational change? In N. M. Ashkanasy, C. P. M. Wilderom, & M. F. Peterson (Eds.), Handbook of organizational culture & climate (pp. 347–372). Sage Publications.
Etikan, I., Musa, S. A., & Alkassim, R. S. (2016). Comparison of convenience sampling and purposive sampling. American Journal of Theoretical and Applied Statistics, 5(1), 1–4. https://doi.org/10.11648/j.ajtas.20160501.11
Florida, R. (2014). The rise of the creative class Revisited. Basic Books.
Francis, T., & Hoefel, F. (2018). True Gen: Generation Z and its implications for companies. McKinsey & Company.
Hair, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2019). Multivariate data analysis (8th ed.). Cengage Learning.
Hausknecht, J. P., & Trevor, C. O. (2011). Collective turnover at the group, unit, and organizational levels: Evidence, issues, and implications. Journal of Management, 37(1), 352–388. https://doi.org/10.1177/0149206310383915
Hausknecht, J. P., Rodda, J., & Howard, M. J. (2009). Targeted employee retention: Performance-based and job-related differences in reported reasons for staying. Human Resource Management, 48(2), 269–288. https://doi.org/10.1002/hrm.20279
Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33(4), 692–724. https://doi.org/10.2307/256287
Kim, W. G., Leong, J. K., & Lee, Y. K. (2005). Effect of service orientation on job satisfaction, organizational commitment, and intention of leaving. International Journal of Hospitality Management, 24(2), 171–193. https://doi.org/10.1016/j.ijhm.2004.05.004
Lee, T. W., Hom, P., Eberly, M., & Li, J. (2018). Managing employee retention and turnover with 21st century ideas. Organizational Dynamics, 47(2), 88–98. https://doi.org/10.1016/j.orgdyn.2017.08.004
Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1(1), 61–89. https://doi.org/10.1016/1053-4822(91)90011-Z
Meyer, J. P., Stanley, D. J., Herscovitch, L., & Topolnytsky, L. (2002). Affective, continuance, and normative commitment to the organization: A meta-analysis. Journal of Vocational Behavior, 61(1), 20–52. https://doi.org/10.1006/jvbe.2001.1842
Ng, E. S., & Parry, E. (2016). Multigenerational workforce: Issues and challenges. Journal of Business and Psychology, 31(1), 1–13. https://doi.org/10.1007/s10869-015-9408-5
Park, J., & Kim, T. (2019). Do types of organizational culture matter? Sustainability, 11(18), 1–15. https://doi.org/10.3390/su11185021
Schein, E. H. (2010). Organizational culture and leadership (4th ed.). Jossey-Bass.
Schroth, H. (2019). Are you ready for Gen Z in the workplace? California Management Review, 61(3), 5–18. https://doi.org/10.1177/0008125619841006
Singh, A. P., & Dangmei, J. (2016). Understanding the generation Z. South-Asian Journal of Multidisciplinary Studies, 3(3), 1–5.
Steel, R. P., Griffeth, R. W., & Hom, P. W. (2002). Practical retention policy. Academy of Management Review, 27(3), 346–360. https://doi.org/10.5465/amr.2002.7389913
Twenge, J. M. (2017). iGen: Why today’s super-connected kids are growing up less rebellious, more tolerant, less happy and completely unprepared for adulthood. Atria Books.
Zhao, X., Lynch, J. G., & Chen, Q. (2010). Reconsidering Baron and Kenny. Journal of Consumer Research, 37(2), 197–206. https://doi.org/10.1086/651257
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2026 Poltak Evencus Hutajulu
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
