The influence of work-life balance, organizational commitment, job satisfaction, and person-organization fit on intention to stay among Generation Z employees in the construction companies (a case study of Nusantara new capital city of Indonesia)
The influence of work-life balance, organizational commitment, job satisfaction, and person-organization fit on intention to stay among Generation Z employees in the construction companies (a case study of Nusantara new capital city of Indonesia)

Summary/Abstract: The Nusantara Capital City (IKN) is a potential future capital of Indonesia instead of Jakarta. Generation Z views the development of the Nusantara Capital City as a very attractive career and future opportunity. The intention to remain (intention to stay) from Generation Z is crucial for construction companies involved in the Nusantara Capital City project, to ensure the sustainability of a potential young workforce. This study aims to examine the effects of work-life balance, organizational commitment, person-organization fit, and job satisfaction on employees’ intention to stay. It also investigates the effect of work-life balance on organizational commitment and the influence of person-organization fit on job satisfaction in the construction companies. The population of our research, hence, were Generation Z employees who actively worked on the Nusantara Capital Development project. Data analysis was conducted using Structural Equation Modeling based on Partial Least Square-Structure Equation Modeling (PLS-SEM) with SmartPLS software. The results of the study showed that work-life balance has a significant influence on organizational commitment, and organizational commitment has a significant influence on intention to stay. Work-life balance, job satisfaction and person’s organizational fit does not have a significant effect on intention to stay, while person organizational fit has a significant influence on job satisfaction. Work-life balance significantly impacts the intention to stay through organizational commitment, while person organizational fit does not have a significant effect on intention to stay through job satisfaction.

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