PENGARUH LEARNING AGILITY DAN JOB CRAFTING TERHADAP KINERJA KARYAWAN GENERASI Z

PUTRI, AMELIA (2026) PENGARUH LEARNING AGILITY DAN JOB CRAFTING TERHADAP KINERJA KARYAWAN GENERASI Z. S1 thesis, Universitas Mercu Buana Jakarta.

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Abstract

This study aims to examine the effect of learning agility and job crafting on the performance of Generation Z employees in the Jabodetabek area. Learning agility is defined as an individual’s ability and willingness to learn from experience and transfer learning to new situations (Bouland-van Dam et al., 2022), while job crafting refers to proactive behaviors in adjusting job demands and job resources based on the Job Demands-Resources framework (Tims & Bakker, 2012). Employee performance is operationalized as work behaviors relevant to organizational goals, encompassing task performance, contextual performance, and counterproductive work behavior (Koopmans et al., 2014). The sample consisted of 151 Generation Z employees selected using a convenience sampling technique. Data were analyzed using multiple linear regression with IBM SPSS 26. The results indicate that partially, learning agility has a positive and significant effect on performance (β = 0.410; p = 0.000 < 0.05), as does job crafting (β = 0.236; p = 0.007 < 0.05). Simultaneously, both variables significantly influence performance (F = 39.227; p = 0.000) with a contribution of 34.6% (R² = 0.346). Dimensional correlation analysis shows that all dimensions of learning agility and job crafting are positively and significantly associated with the three performance dimensions, with developing systematically demonstrating the strongest correlation. These findings indicate that in dynamic work environments, adaptive learning capacity plays a more dominant role than proactive job modification in shaping Generation Z employee performance, although both contribute synergistically to performance stability. Keywords: learning agility, job crafting, employee performance, Generation Z, multiple linear regression Penelitian ini bertujuan menguji pengaruh learning agility dan job crafting terhadap kinerja karyawan Generasi Z di wilayah Jabodetabek. Learning agility didefinisikan sebagai kemampuan dan kemauan individu untuk belajar dari pengalaman serta mentransfer pembelajaran ke situasi baru (Bouland-van Dam et al., 2022), sedangkan job crafting merupakan perilaku proaktif dalam menyesuaikan tuntutan dan sumber daya pekerjaan berdasarkan kerangka Job Demands-Resources (Tims & Bakker, 2012). Kinerja karyawan dioperasionalisasikan sebagai perilaku kerja yang relevan terhadap tujuan organisasi yang mencakup task performance, contextual performance, dan counterproductive work behavior (Koopmans et al., 2014). Sampel penelitian berjumlah 151 karyawan Generasi Z yang dipilih melalui teknik convenience sampling. Analisis data dilakukan menggunakan regresi linear berganda dengan bantuan IBM SPSS 26. Hasil penelitian menunjukkan bahwa secara parsial learning agility berpengaruh positif signifikan terhadap kinerja (β = 0,410; p = 0,000 < 0,05), demikian pula job crafting (β = 0,236; p = 0,007 < 0,05). Secara simultan, kedua variabel berpengaruh signifikan terhadap kinerja (F = 39,227; p = 0,000) dengan kontribusi sebesar 34,6% (R² = 0,346). Analisis korelasi antardimensi menunjukkan bahwa seluruh dimensi learning agility dan job crafting memiliki hubungan positif dan signifikan dengan ketiga dimensi kinerja, dengan dimensi developing systematically menunjukkan korelasi paling kuat terhadap kinerja. Temuan ini mengindikasikan bahwa pada Generasi Z di lingkungan kerja yang dinamis, kapasitas belajar adaptif memiliki peran lebih dominan dibandingkan perilaku proaktif dalam membentuk pekerjaan, meskipun keduanya berkontribusi secara sinergis terhadap stabilitas kinerja. Kata Kunci: learning agility, job crafting, kinerja karyawan, Generasi Z, regresi linear berganda

Item Type:	Thesis (S1)
NIM/NIDN Creators:	46122010046
Uncontrolled Keywords:	learning agility, job crafting, kinerja karyawan, Generasi Z, regresi linear berganda
Subjects:	000 Computer Science, Information and General Works/Ilmu Komputer, Informasi, dan Karya Umum > 000. Computer Science, Information and General Works/Ilmu Komputer, Informasi, dan Karya Umum > 006 Special Computer Methods/Metode Komputer Tertentu > 006.3 Artificial Intelligence/Kecerdasan Buatan > 006.31 Machine Learning/Pembelajaran Mesin 100 Philosophy and Psychology/Filsafat dan Psikologi > 150 Psychology/Psikologi > 150.1-150.9 Standard Subdivisions of Psychology/Subdivisi Standar Dari Psikologi, Ilmu Jiwa > 150.6 Organization and Management of Psychology/Organisasi dan Manajemen di Bidang Psikologi 600 Technology/Teknologi > 650 Management, Public Relations, Business and Auxiliary Service/Manajemen, Hubungan Masyarakat, Bisnis dan Ilmu yang Berkaitan > 658 General Management/Manajemen Umum > 658.3 Personnel Management/Manajemen Personalia, Manajemen Sumber Daya Manusia, Manajemen SDM
Divisions:	Fakultas Psikologi > Psikologi
Depositing User:	khalimah
Date Deposited:	01 Apr 2026 04:31
Last Modified:	01 Apr 2026 04:31
URI:	http://repository.mercubuana.ac.id/id/eprint/101857

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