Factors Influencing Work Engagement among Generation Z Employees: A Systematic Literature Review

Mahatma Elok Nurani; Suhadianto Suhadianto

doi:10.55927/fjmr.v5i7.138

Authors

Mahatma Elok Nurani Universitas 17 Agustus 1945 Surabaya
Suhadianto Suhadianto Universitas 17 Agustus 1945 Surabaya

DOI:

https://doi.org/10.55927/fjmr.v5i7.138

Keywords:

Work Engagement, Generation Z, Employee Engagement, Systematic Literature Review, Human Resource Management

Abstract

Demographic changes in the workforce have positioned Generation Z as an increasingly dominant employee group across organizations. The distinctive characteristics of Generation Z compared to previous generations require organizations to better understand the factors that enhance work engagement. This study aimed to identify, analyze, and synthesize the factors influencing work engagement among Generation Z employees through a Systematic Literature Review (SLR) approach. The study followed the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA 2020) guidelines. Literature searches were conducted across several international and national scientific databases, including Google Scholar, Scopus, ScienceDirect, Emerald Insight, SpringerLink, Taylor & Francis Online, Wiley Online Library, and Garuda. Based on predetermined inclusion and exclusion criteria, 20 empirical studies published between 2020 and 2026 were selected for analysis. The findings revealed that factors influencing work engagement among Generation Z employees could be categorized into four major groups: organizational factors, leadership factors, job-related factors, and individual-psychological factors. The most dominant and consistent predictors of work engagement were perceived organizational support, empowering leadership, work environment, work meaningfulness, and work-life balance. Conversely, job stress was identified as a significant barrier that negatively affects work engagement.

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