PENGARUH BUDAYA ORGANISASI TERHADAP KOMITMEN ORGANISASI PADA KARYAWAN GENERASI Z

Entering the digital workforce, Generation Z presents distinct characteristics and expectations from previous generations. They grew up with technology, a focus on work-life balance, and a search for meaning and social impact in their work. However, despite their high levels of enthusiasm and adaptability, many of them frequently change jobs, indicating challenges in building organizational commitment. This study was motivated by a curiosity about whether organizational culture can influence the commitment of Generation Z employees. This study used a quantitative correlational approach. The sample consisted of 264 respondents, the majority of whom were aged between 21 and 28 and had worked for less than three years. Data collection was conducted using a questionnaire with proven reliability. Linear regression analysis showed that organizational culture had a positive and significant effect on the work commitment of Generation Z employees, with a regression coefficient of 0.913 and a significance level of p=0.000 (p<0.05). This finding supports Allen and Meyer's (1991) organizational commitment theory, which emphasizes the importance of value congruence between individuals and organizations in increasing employee engagement. Organizational culture is a crucial factor in strengthening the commitment of Generation Z, which is known to prioritize work-life balance and a preference for the value of freedom. Limitations of the study and recommendations for further research are also outlined.