Retaining Generation Z
talent has become a strategic challenge for companies in Indonesia amid
increasing global mobility and digital work flexibility. Research conducted by
Haidilia Maharani, Sri Suwarsi, and Rini Lestari from Bandung Islamic
University in May 2026 reveals that traditional retention strategies relying
solely on financial compensation are no longer effective for this
digital-native generation.
Background
Generation Z, as
digital natives, possesses career orientations that differ significantly from
previous generations. They tend to prioritize flexibility, autonomy, personal
growth, and psychological well-being in the workplace. Conversely, the
phenomenon of a "borderless workforce" allows them to work remotely
for international companies without the need for physical relocation. Without
adaptive retention strategies, domestic companies risk losing their top talent
to the allure of more attractive global job opportunities.
Research Methodology
This study employed a
Systematic Literature Review (SLR) approach, examining 50 accredited
international journal articles published between 2019 and 2026. The article
selection process was carried out systematically using the PRISMA approach to
ensure data validity. The analysis focused on synthesizing various factors
influencing employee retention, such as organizational culture, digital work
environments, and mental well-being.
Key Findings
The study shows that
Generation Z talent retention is influenced by a multidimensional interaction
of key factors:
- ·
Adaptive Organizational Culture: Work environments that are collaborative, inclusive,
and innovation-focused are more capable of maintaining the loyalty of this
generation.
- ·
Work Flexibility: The implementation of hybrid or remote work systems has
a positive influence on their job satisfaction and commitment.
- ·
Employee Experience: Generation Z tends to be more loyal to organizations
that provide meaningful work experiences, recognition, and support for
professional development.
- ·
Psychological Well-Being: Mental health support and stress-free work environments
are now seen as fundamental requirements rather than mere added benefits.
Implications and
Impact
This research
emphasizes the need for a paradigm shift in human resource management from
focusing solely on productivity to focusing on "employee
sustainability". Haidilia Maharani and her team from Bandung Islamic
University advise organizations to design retention systems that are humane,
flexible, and supportive of sustainable career development. For the business
world in Indonesia, creating a globally competitive work ecosystem is no longer
optional but a necessity to remain relevant in retaining the best young talent.
Author Profile:
- Haidilia
Maharani - Universitas Islam Bandung
- Sri
Suwarsi - Universitas Islam Bandung
- Rini
Lestari -Universitas Islam Bandung
Research Source:
Maharani, H., Suwarsi,
S., & Lestari, R. (2026). "Retaining Indonesian Generation Z Talent in
the Era of Global Mobility". International Journal of
Integrated Science and Technology (IJIST), 4(5), 262-279.
DOI: https://doi.org/10.59890/ijist.v4i5.5.
URL: https://journalijist.my.id/index.php/ijist
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