Analyzing the Impact of Work Autonomy and Work-Life Balance on Employer Attractiveness for Generation Z Professionals
Keywords:
Work Autonomy, Work-Life Balance, Employer Attractiveness, Generation Z, PLS-SEM
Abstract
Generation Z’s entry into the labour market has redefined the criteria by which professionals evaluate prospective employers, making autonomy and work-life balance central to organizational appeal. Drawing on Self-Determination Theory, a quantitative, cross-sectional survey was administered through LinkedIn to 124 purposively selected respondents from state-owned enterprises, private firms, academia, and industry; 28 non-working fresh graduates were excluded from the initial 152 responses. Data were analysed using Partial Least Squares Structural Equation Modelling (SmartPLS 4). All retained constructs demonstrated adequate reliability and validity (AVE > 0.50; composite reliability > 0.80), and model fit was acceptable (SRMR = 0.088). Work Autonomy significantly influenced Employer Attractiveness (β = 0.535, p = 0.001) and Work-Life Balance (β = 0.489, p = 0.001), while Work-Life Balance predicted Employer Attractiveness (β = 0.234, p = 0.002) and partially mediated this indirect path (β = 0.115, p = 0.011). The model explained 46.3% of attractiveness variance. Findings suggest that employers should couple decision-making freedom with explicit mental-health and disconnect policies to attract Generation Z talent, particularly within Indonesia’s high power-distance context.
Keywords: Work Autonomy, Work-Life Balance, Employer Attractiveness, Generation Z, PLS-SEM.
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Backhaus, K., & Tikoo, S. (2004). Conceptualizing and researching employer branding. Career Development International, 9(5), 501–517. https://doi.org/10.1108/13620430410550754
Beauregard, T. A. (2021). The varying role of organizational practices in work-life conflict and employee wellbeing. Human Relations, International Journal of Human Resource Management.
Bencsik, A., Horváth-Csikós, G., & Juhász, T. (2021). Y and Z Generations at Worklife. Journal of Competitiveness / International Journal of Economics and Business Administration.
Berthon, P., Ewing, M., & Hah, L. L. (2005). Captivating company: dimensions of attractiveness in employer branding. International Journal of Advertising, 24(2), 151–172. https://doi.org/10.1080/02650487.2005.11072912
Chillakuri, B. (2021). Understanding Generation Z expectations for effective onboarding and retention in organizations. Journal of Organizational Change Management.
Deci, E. L., & Ryan, R. M. (2000). The “What” and “Why” of Goal Pursuits: Human Needs and the Self-Determination of Behavior. Psychological Inquiry, 11(4), 227–268. https://doi.org/10.1207/S15327965PLI1104_01
Deery, S. (2008). Work-life balance: Work intensity, job insecurity and the work-life interface. Journal of Industrial Relations.
Djoko, S., & Saluy, A. B. (2023). Analisis Turnover Intention dan Karakteristik Generasi Z di Era Kontemporer. Jurnal Ekonomi, Bisnis, Dan Manajemen.
Faul, F., Erdfelder, E., Buchner, A., & Lang, A.-G. (2009). Statistical power analyses using G*Power 3.1: Tests for correlation and regression analyses. Behavior Research Methods, 41(4), 1149–1160. https://doi.org/10.3758/BRM.41.4.1149
Gaidhani, S., Basaiawmoit, R., & Nagasimha, P. (2022). Understanding the Attitude of Generation Z Towards Workplace Environment. International Journal of Management.
Gkorezis, P., Theodorou, C., & Petridou, E. (2022). Social exchange theory and employee retention: The mediating role of perceived organizational support and job satisfaction. Ournal of Management Development, 41(2), 101–115.
Hackman, J. R., & Oldham Greg R. (1976). Motivation through the design of work: Test of a theory. Organizational Behavior and Human Performance.
Hair, J. F., Hult, G. T. M., Ringle, C. M., & Sarstedt, M. (2021). A primer on partial least squares structural equation modeling (PLS-SEM) (3rd ed.). SAGE Publications.
Hanna, J. , et al. (2022). Mental health, workplace expectations, and generational shifts. Journal of Business Ethics / Human Relations.
Kelliher, C., & Anderson, D. (2010). Doing more with less? Flexible working practices and the intensification of work. Human Relations, 63(1), 83–106. https://doi.org/10.1177/0018726709349199
Kossek, E. E., Perrigino, M. B., & Lautsch, B. A. (2023). Work-Life Flexibility Policies From a Boundary Control and Implementation Perspective: A Review and Research Framework. Journal of Management, 49(6), 2062–2108.
Kulikowski, K., Przytula, S., & Sułkowski, J. (2021). The digital transformation of the COVID-19 pandemic and remote work. Work: A Journal of Prevention, Assessment and Rehabilitation.
Lievens, F., & Highhouse, S. (2003). the Relation of Iinstrumental and Symbolic Attributes to a Company’s Attractiveness as an Employer. Personnel Psychology, 56(1), 75–102. https://doi.org/10.1111/j.1744-6570.2003.tb00144.x
Onken-Menke, T., Kröll, C., & Nüesch, S. (2018). Are you attracted? Do flexible working arrangements make organizations more attractive? The International Journal of Human Resource Management.
Preacher, K. J., & Hayes, A. F. (2008). Asymptotic and resampling strategies for assessing and comparing indirect effects in multiple mediator models. Behavior Research Methods, 40(3), 879–891. https://doi.org/10.3758/BRM.40.3.879
Ringle et al. (2022). SmartPLS 4 Software.
Ryan, R. M., & Deci, E. L. (2017). Self-Determination Theory: Basic Psychological Needs in Motivation, Development, and Wellness. Guilford Press.
Schroth, H. (2019). Are you ready for Gen Z in the workplace? California Management Review.
Sidorcova, V. , et al. (2022). Human Resource Management Strategies for New Generation Employees. Problems and Perspectives in Management.
Singh, A., & Dangmei, J. (2022). Understanding the generation Z: the future workforce. South-Asian Journal of Business and Management Studies.
Sirgy, M. J., & Lee, D.-J. (2018). Work-life balance: An integrative review. Applied Research in Quality of Life.
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 (and what this means for the rest of us). Atria Books.
Varshney, S. (2021). Work-life balance and generation Z: A conceptual framework. International Journal of Business and Globalisation.
Wheatley, D. (2017). Autonomy in paid work and employee subjective well-being. Work, Employment and Society.
Zhao, X., Lynch, J. G., & Chen, Q. (2010). Reconsidering Baron and Kenny: Myths and Truths about Mediation Analysis. Journal of Consumer Research, 37(2), 197–206. https://doi.org/10.1086/651257
Published
2026-11-07
How to Cite
Putra, F. A. A., & Yogatama, A. N. (2026). Analyzing the Impact of Work Autonomy and Work-Life Balance on Employer Attractiveness for Generation Z Professionals. International Journal of Economics, Business and Innovation Research, 5(06), 3288-3305. https://doi.org/10.63922/ijebir.v5i06.7144
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