Religiosity and Quality of Work Life as Determinants of Generation Z Retention in the Dynamics of Modern Organizations
Abstrak
The weak retention of Generation Z in the workforce has become a serious concern for many organizations, particularly amid globalization and digital transformation. This study aims to examine the relationship between religiosity and quality of work life and Generation Z retention, and to identify the main factors that influence this phenomenon. Religiosity is understood as a system of values and meaning that shapes an individual’s orientation toward work, while quality of work life encompasses work-life balance, organizational support, and self-development. The literature review conducted shows that Generation Z prioritizes work flexibility, fair compensation, an inclusive organizational culture, and mental health when deciding whether to stay in an organization. The synthesis of the literature also reveals that weak Generation Z retention is triggered not only by financial factors, but also by a lack of alignment between personal values, including religiosity, and organizational management practices. The implications of these findings underscore the importance of designing management strategies that are oriented toward values, psychological well-being, and space for spiritual actualization in order to build long-term Generation Z attachment. Therefore, a comprehensive understanding of these factors is crucial for organizations facing an increasingly competitive future workforce.
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