Mira Latifah

Analisis Kedisiplinan dan Prestasi Kerja Karyawan Generasi Z dalam Menentukan Peluang Promosi Jabatan di Lingkungan Kerja

Introduction

Analisis kedisiplinan dan prestasi kerja karyawan generasi z dalam menentukan peluang promosi jabatan di lingkungan kerja. Analisis kedisiplinan & prestasi kerja Gen Z dalam promosi jabatan. Pahami kontribusi mereka, proses manajerial, dan persepsi keadilan. Insight kebijakan promosi organisasi.

Abstract

Penelitian ini bertujuan untuk menganalisis sejauh mana peran kedisiplinan dan kinerja karyawan Generasi Z memengaruhi kesempatan mereka dalam memperoleh promosi jabatan di lingkungan kerja. Generasi Z, sebagai generasi yang tumbuh di era digital, memiliki karakteristik unik yang memengaruhi dinamika kerja dan strategi manajerial dalam organisasi, Penelitian ini menggunakan metode kualitatif dengan pendekatan triangulasi sumber, teknik, dan dokumen, data dikumpulkan melalui wawancara terhadap karyawan Generasi Z dan para manajer dari berbagai sektor industri. Hasil temuan menunjukkan bahwa mayoritas karyawan Generasi Z menunjukkan perilaku disiplin dan performa kerja yang baik, seperti kepatuhan terhadap aturan, tanggung jawab terhadap tugas, kejujuran, kreativitas, dan kemampuan berkolaborasi. Dari sudut pandang manajer, promosi jabatan umumnya sudah dilaksanakan secara profesional dan berbasis pada kebutuhan organisasi. Namun demikian, sebagian karyawan masih merasakan adanya ketidakadilan dalam proses promosi tersebut. Penelitian ini menyimpulkan bahwa kedisiplinan dan prestasi kerja memiliki kontribusi penting terhadap peluang mendapatkan promosi, dan keduanya menjadi indikator utama dalam proses evaluasi kinerja bagi karyawan Generasi Z. Temuan ini memberikan masukan bagi organisasi dalam merumuskan kebijakan promosi yang adil, terbuka, dan sesuai dengan karakter generasi muda masa kini.

Review

This study, "Analisis Kedisiplinan dan Prestasi Kerja Karyawan Generasi Z dalam Menentukan Peluang Promosi Jabatan di Lingkungan Kerja," thoroughly investigates the crucial link between the discipline and work performance of Generation Z employees and their opportunities for career advancement. Recognizing Gen Z's distinct characteristics shaped by the digital era, the research employs a robust qualitative methodology, utilizing triangulation of sources, techniques, and documents. Data collected through interviews with both Gen Z employees and managers from various industries reveals that the majority of Gen Z employees demonstrate commendable discipline and performance, characterized by adherence to rules, responsibility, honesty, creativity, and collaborative skills. While managers generally uphold professional and needs-based promotion processes, a significant finding highlights that some employees perceive unfairness in these procedures. The study concludes that both discipline and work performance are vital contributors to promotion prospects, serving as primary indicators in performance evaluations for Gen Z. The study's primary strength lies in its timely and relevant focus on Generation Z, a demographic whose integration and career progression are central to organizational success. The qualitative approach, particularly the use of triangulation and direct interviews with both employees and managers, provides a comprehensive and nuanced understanding of the complex dynamics at play. The findings effectively identify both traditional (discipline, responsibility) and contemporary (creativity, collaboration) positive attributes of Gen Z, offering valuable insights into their workplace behavior. Critically, the identification of a divergence between managerial intentions (professional, needs-based promotions) and employee perceptions (unfairness) is a significant contribution, highlighting a key area for organizational improvement. This research successfully bridges theoretical understanding with practical application, providing actionable input for organizations to formulate promotion policies that are fair, transparent, and attuned to the characteristics of the modern young workforce. While highly informative, the abstract suggests several avenues for deeper exploration. The finding regarding perceived unfairness among some employees is particularly compelling and warrants further qualitative detail on the *specific reasons* or *situations* that give rise to such perceptions. Understanding the nature of this perceived unfairness could significantly enhance the practical recommendations. Additionally, while the abstract mentions interviews with employees and managers "from various sector industries," a clearer indication of the *scope* (e.g., number of participants, diversity of company sizes/types) would help gauge the transferability of the findings within the qualitative context. Future research could also delve into the *impact* of this perceived unfairness on Gen Z's motivation, engagement, and retention, offering a more complete picture of the long-term implications for organizations. Refining these aspects could further strengthen the study's practical utility and theoretical contributions.

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