Analisis Motivasi Kerja Gen Z Dengan Landasan Teori Atribusi: Studi Tinjauan Literatur di Indonesia

Denny Nabawi; Hamira Hamira; Ahmad Khoirun Najib; Ana Yanovi

doi:10.59086/jam.v4i3.1069

Authors

Denny Nabawi Universitas Sriwijaya
Hamira Hamira Universitas Sriwijaya
Ahmad Khoirun Najib Universitas Sriwijaya
Ana Yanovi Universitas Sriwijaya

DOI:

https://doi.org/10.59086/jam.v4i3.1069

Keywords:

Motivasi, Gen Z, Faktor Eksternal, Faktor Internal

Abstract

Penelitian ini bertujuan menganalisis motivasi kerja Generasi Z (Gen Z) di Indonesia dengan menggunakan teori atribusi sebagai kerangka untuk menafsirkan pengaruh faktor internal maupun eksternal. Penelitian dilakukan melalui tinjauan sistematis terhadap 36 artikel ilmiah terbitan 2019–2025 yang diperoleh dari Google Scholar, SINTA, dan Garuda. Hasil analisis menunjukkan bahwa faktor eksternal memiliki pengaruh lebih dominan sebesar 58% dibandingkan faktor internal sebesar 42%. Faktor eksternal, seperti lingkungan sosial, budaya organisasi, teknologi digital, fleksibilitas kerja, dan pengembangan karir, mendorong motivasi Gen Z melalui terciptanya keterhubungan, efisiensi, keseimbangan hidup, dan peluang berkembang. Sementara itu, faktor internal berupa pengembangan diri, otonomi, dan makna kerja memperkuat motivasi intrinsik mereka. Temuan ini menegaskan bahwa organisasi di Indonesia perlu mengembangkan budaya kerja yang kolaboratif dan adaptif, sejalan dengan karakter Gen Z yang lebih menghargai kebersamaan dan kebermaknaan kerja, berbeda dengan kecenderungan Gen Z di beberapa negara Eropa yang lebih individualistis. Dengan demikian, kajian ini memberikan pemahaman praktis bagi dunia kerja Indonesia dalam merancang strategi pengelolaan SDM yang sesuai dengan ekspektasi generasi mendatang.

This study aims to analyze the work motivation of Generation Z (Gen Z) in Indonesia by using attribution theory as a framework to interpret the influence of internal and external factors. The study was conducted through a systematic review of 36 scientific articles published between 2019 and 2025 obtained from Google Scholar, SINTA, and Garuda. The analysis results show that external factors have a more dominant influence of 58% compared to internal factors of 42%. External factors, such as social environment, organizational culture, digital technology, work flexibility, and career development, drive Gen Z’s motivation through the creation of connectedness, efficiency, work-life balance, and growth opportunities. Meanwhile, internal factors, including self-development, autonomy, and meaningful work, strengthen their intrinsic motivation. These findings emphasize that organizations in Indonesia need to develop a collaborative and adaptive work culture, in line with the characteristics of Gen Z who value togetherness and meaningful work, in contrast to the tendency of Gen Z in some European countries who are more individualistic. Thus, this study provides practical insights for the Indonesian workplace in designing human resource management strategies that meet the expectations of the next generation.

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