Pengaruh Human Capital Development dan Employee Engagement terhadap Kinerja Karyawan Generasi Z di Kota Parepare
DOI:
https://doi.org/10.61722/jemba.v3i5.2999Keywords:
employee engagement, Generation Z, human capital development, employee performance, human resource managementAbstract
Human resources are strategic assets that determine organizational success amidst digital-era competition, particularly given the rising dominance of Generation Z in the workforce. This study aims to analyze the impact of Human Capital Development and Employee Engagement on the performance of Generation Z employees in Parepare City. A quantitative approach utilizing explanatory research methods was employed. Data were collected via questionnaires distributed to 100 respondents selected through purposive sampling. Analysis was conducted using multiple linear regression with SPSS software, incorporating partial tests (t-tests), simultaneous tests (F-tests), and the coefficient of determination (R²). The results indicate that Human Capital Development has a positive and significant effect on employee performance, with a coefficient of 0.368, a calculated t-value of 4.135, and a significance level of 0.000. Employee Engagement also exerts a positive and significant influence—with a coefficient of 0.452, a calculated t-value of 5.512, and a significance level of 0.000—emerging as the most dominant variable. Simultaneously, both variables significantly and positively affect employee performance, yielding a calculated F-value of 56.847 and a significance level of 0.000. The coefficient of determination (R²) of 0.540 reveals that Human Capital Development and Employee Engagement account for 54% of the variation in Generation Z employee performance, while the remainder is influenced by factors outside the research model. These findings confirm that competency development, supported by high levels of employee engagement, is a crucial factor in enhancing the performance of Generation Z employees in Parepare City.
References
Armstrong, M., & Taylor, S. (2023). Armstrong's handbook of human resource management practice (16th ed.). Kogan Page.
Bakker, A. B., & Demerouti, E. (2007). The job demands-resources model: State of the art. Journal of Managerial Psychology, 22(3), 309–328. https://doi.org/10.1108/02683940710733115
Becker, G. S. (1993). Human capital: A theoretical and empirical analysis, with special reference to education (3rd ed.). The University of Chicago Press.
Dessler, G. (2020). Human resource management (16th ed.). Pearson.
Francis, T., & Hoefel, F. (2018). True Gen: Generation Z and its implications for companies. McKinsey & Company.
Ghozali, I. (2021). Aplikasi analisis multivariate dengan program IBM SPSS (10th ed.). Badan Penerbit Universitas Diponegoro.
Hair, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2019). Multivariate data analysis (8th ed.). Cengage Learning.
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
Lemeshow, S., Hosmer, D. W., Klar, J., & Lwanga, S. K. (1990). Adequacy of sample size in health studies. World Health Organization.
Mangkunegara, A. A. A. P. (2017). Manajemen sumber daya manusia perusahaan. PT Remaja Rosdakarya.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2021). Human resource management: Gaining a competitive advantage (12th ed.). McGraw-Hill.
Robbins, S. P., & Judge, T. A. (2023). Organizational behavior (19th Global ed.). Pearson.
Saks, A. M. (2006). Antecedents and consequences of employee engagement. Journal of Managerial Psychology, 21(7), 600–619. https://doi.org/10.1108/02683940610690169
Saks, A. M. (2022). Caring human resources management and employee engagement. Human Resource Management Review, 32(3), 100835. https://doi.org/10.1016/j.hrmr.2021.100835
Schaufeli, W. B. (2014). What is employee engagement? Dalam C. Truss, K. Alfes, R. Delbridge, A. Shantz, & E. Soane (Eds.), Employee engagement in theory and practice. Routledge.
Schaufeli, W. B., & Bakker, A. B. (2004). Utrecht work engagement scale: Preliminary manual. Utrecht University.
Schaufeli, W. B., Bakker, A. B., & Salanova, M. (2006). The measurement of work engagement with a short questionnaire: A cross-national study. Educational and Psychological Measurement, 66(4), 701–716. https://doi.org/10.1177/0013164405282471
Schaufeli, W. B., Salanova, M., González-Romá, V., & Bakker, A. B. (2002). The measurement of engagement and burnout: A two sample confirmatory factor analytic approach. Journal of Happiness Studies, 3(1), 71–92. https://doi.org/10.1023/A:1015630930326
Sekaran, U., & Bougie, R. (2020). Research methods for business: A skill-building approach (8th ed.). John Wiley & Sons.
Sugiyono. (2022). Metode penelitian kuantitatif, kualitatif, dan R&D (2nd ed.). Alfabeta.
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2026 JURNAL ILMIAH EKONOMI, MANAJEMEN, BISNIS DAN AKUNTANSI
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
