Pengaruh Basic Need Satisfaction terhadap Work-Life Balance pada Karyawan Generasi Z

Abstract. Work-life balance (WLB) is a critical aspect of modern employment, particularly for Generation Z employees who value flexibility, meaningful work, and personal well-being. However, challenges such as high job demands, intensive technology use, and rising social expectations often disrupt the ability to maintain this balance. This study aims to examine the influence of basic need satisfaction (BNS)—comprising autonomy, competence, and relatedness—on WLB among Generation Z employees in Bandung, Indonesia. Using a quantitative causal approach and survey method, data were collected from 391 employees across various formal sectors. Standardized questionnaires were employed, and data were analyzed using partial least square-structural equation modeling (PLS-SEM). Results indicate that BNS significantly predicts WLB (β = 0.734; p < 0.000), with an R² of 0.538. Among the dimensions, competence has the strongest influence on the resources aspect of WLB, while autonomy shows the greatest impact on the demands aspect. These findings underscore the psychological importance of fulfilling basic needs in supporting Generation Z’s work-life integration and overall productivity. Organizations are advised to foster a supportive environment that promotes skills development and work autonomy to enhance employee well-being and organizational effectiveness. Abstrak. Work-life balance (WLB) merupakan aspek penting dalam dunia kerja modern, terutama bagi karyawan Generasi Z yang mengutamakan fleksibilitas, makna kerja, dan keseimbangan hidup. Namun, tekanan kerja tinggi, intensitas penggunaan teknologi, serta ekspektasi sosial dan organisasi sering kali menjadi hambatan dalam mencapai keseimbangan tersebut. Penelitian ini bertujuan untuk mengetahui pengaruh basic need satisfaction (BNS)—yaitu pemenuhan kebutuhan akan otonomi, kompetensi, dan keterhubungan sosial—terhadap WLB pada karyawan Generasi Z di Kota Bandung. Penelitian ini menggunakan pendekatan kuantitatif dengan desain kausalitas dan metode survei. Sebanyak 391 karyawan Generasi Z dari berbagai sektor formal menjadi partisipan. Data dikumpulkan menggunakan kuesioner terstandar dan dianalisis melalui teknik partial least square-structural equation modeling (PLS-SEM). Hasil analisis menunjukkan bahwa BNS berpengaruh signifikan terhadap WLB (β = 0,734; p < 0,000) dengan kontribusi determinasi sebesar R² = 0,538. Dimensi competence berpengaruh paling kuat terhadap aspek resources, sementara autonomy paling kuat memengaruhi aspek demands. Temuan ini menegaskan pentingnya pemenuhan kebutuhan psikologis dasar dalam mendukung kesejahteraan dan produktivitas kerja karyawan. Organisasi disarankan menyediakan ruang pengembangan kompetensi serta fleksibilitas kerja untuk meningkatkan kualitas WLB karyawan Generasi Z.