臺灣博碩士論文加值系統

員工在人力資源管理實踐的業務發展中起着關鍵作用。 該研究探討了工作場所的責任和個人生活之間的平衡以及職業發展機會如何影響離職決定，以及工作滿意度作爲印度尼西亞Z世代員工的調解作用。 這項研究的想法是看到Z世代員工流動率高的情況，特別是在印度尼西亞西爪哇省。 來自印度尼西亞西爪哇的393名年齡在18-26歲的Z世代員工參加了此次調查。 數據分析使用了SPSS軟件和分析方法，包括調查問題和5點Likert量表。 結果重點:1）工作與生活的平衡影響工作滿意度;2）職業發展影響工作滿意度;3）工作與生活的平衡影響離職意向;4）職業發展影響離職意向;5）工作滿意度影響離職意向;6）工作滿意度對工作滿意度有中介作用 工作與生活平衡與離職意向的關係; 7)工作滿意度對職業發展與離職意向的關係有中介作用. 理論貢獻揭示了工作與生活平衡和職業發展對離職意向的重要性， 此外,這些結果通過提供靈活的工作安排和針對Z世代員工的不同要求和偏好而量身定製的替代安排選項,爲營造工作環境提供了見解。 此外，這項研究加深了我們對工作和生活平衡，職業發展，工作滿意度和離職意向如何與Z世代員工相互關聯的理解.

Employees play a critical role in business development in human resource management practices. The study examines how guiding a balance, between responsibilities at the workplace and personal life and opportunities for career development influences the decision to leave work, and also job satisfaction acts as a mediating role for employees in Indonesia’s Generation Z. The idea of this research was to see the situation with the increase in the high rate of employee turnover among Generation Z, specifically in West Java Province, Indonesia. A group of 393 Gen Z employees aged 18-26 from West Java, Indonesia took part in the survey selected conveniently. The data analysis utilized SPSS software and analysis methods with survey questions and by 5-point Likert Scale. The outcomes highlight points: 1) Work-Life Balance influences Job Satisfaction; 2) Career Development influences Job Satisfaction; 3) Work-Life Balance influences Turnover Intention; 4) Career Development influences Turnover Intention; 5) Job Satisfaction influences Turnover Intention; 6) Job Satisfaction has a mediating effect for the relationship between Work-Life Balance on Turnover Intention; and 7) Job Satisfaction has a mediating effect for the relationship between Career Development on Turnover Intention. The theoretical contribution unveils the importance of work-life balance and career development on turnover intentions, additionally focusing on job satisfaction as a mediator These results provide insights into fostering work environments by offering flexible work arrangements and alternative scheduling options tailored to the diverse requirements and preferences of Generation Z employees. Additionally, this study deepens our understanding of how Work-Life Balance, Career Development, Job Satisfaction, and Turnover Intention are interconnected with Generation Z employees.

Contents
摘要 I
Abstract II
Acknowledgment III
Contents IV
List of Figure VI
List of Table VII
CHAPTER 1: INTRODUCTION 1
Research Background 1
Research Motivation 3
Research Purpose and Contributions 4
CHAPTER 2: LITERATURE REVIEW AND HYPOTHESIS DEVELOPMENT 5
Work-Life Balance 5
Career Development 6
Job Satisfaction 7
Turnover Intention 9
Generation Z (Gen Z) 10
Hypothesis Development 11
Work-Life Balance on Job Satisfaction 11
Career Development on Job Satisfaction 12
Work-Life Balance on Turnover Intention 13
Career Development on Turnover Intention 14
Job Satisfaction on Turnover Intention 15
Work-Life Balance on Turnover Intention through Job Satisfaction 15
Career Development on Turnover Intention through Job Satisfaction 16
CHAPTER 3 RESEARCH METHODOLOGY 17
Research Framework 18
Research Design 18
Sample and Data Collection 19
Measurements 20
Validity and Reliability 24
Analysis Technique 25
CHAPTER 4: EMPIRICAL FINDINGS AND DISCUSSION 27
Basic Statistics of Sample 27
Validity and Reliability 29
Normality Test 30
Hypothesis Testing 32
Path Analysis and Regression 33
Sobel Test 36
CHAPTER 5: CONCLUSIONS 39
Theoretical Contribution 39
Managerial Implication 39
Recommendations 40
Limitation and Future Research 41
References 42
Appendices 48
Appendix 1: Questionnaire Items in English 48
Appendix 2: Questionnaire Items in Bahasa Indonesia 52

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