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Abstract

Transformasi tempat kerja modern yang dipengaruhi oleh digitalisasi, kecerdasan buatan, model kerja hibrida, serta pergeseran nilai antargenerasi telah mengubah secara mendasar dinamika motivasi kerja. Generasi Z, yang secara umum lahir pada rentang 1997-2012, kini memasuki pasar kerja dalam jumlah signifikan dan menghadirkan profil motivasional yang berbeda dari generasi sebelumnya. Motivasi kerja Generasi Z tidak hanya ditentukan oleh kompensasi finansial, tetapi juga oleh makna kerja, otonomi, fleksibilitas, keamanan psikologis, pengembangan karier, lingkungan kerja digital, kepemimpinan inklusif, serta budaya organisasi yang berorientasi nilai. Artikel ini menyajikan tinjauan literatur sistematis dengan mengacu pada kerangka PRISMA 2020 untuk mensintesis literatur tentang motivasi kerja Generasi Z dalam perspektif Manajemen Sumber Daya Manusia. Self- Determination Theory digunakan sebagai lensa teoretis utama, sementara Teori Dua Faktor Herzberg, Expectancy Theory, Job Demands-Resources Theory, Person-Organization Fit Theory, dan Social Exchange Theory digunakan sebagai kerangka pendukung. Hasil sintesis menunjukkan delapan dimensi utama motivasi kerja Generasi Z, yaitu motivasi intrinsik dan makna kerja; motivasi ekstrinsik dan kompensasi; otonomi, fleksibilitas, dan keseimbangan kehidupan kerja; pengembangan karier dan pembelajaran berkelanjutan; kepemimpinan, umpan balik, dan pengakuan; tempat kerja digital dan teknologi; keamanan psikologis, kesehatan mental, dan kesejahteraan; serta nilai organisasi, budaya, dan kesesuaian individu-organisasi. Artikel ini mengusulkan kerangka konseptual yang menghubungkan praktik MSDM dengan pemenuhan kebutuhan psikologis dasar Generasi Z dan keluaran kerja strategis.

Keywords

Generasi Z; Motivasi Kerja; Self-Determination Theory dan Tinjauan Literatur Sistematis.

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This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.

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