The phenomenon of generation Z employees who change jobs because they are not sure about their work for a long time or do not want to be involved in an organization. This research aims to find out: 1). The effect of Work Flexibility and Emotional Intelligence simultaneously on Employee Engagement in generation Z employees; 2). The effect of Work Flexibility on Employee Engagement in generation Z employees; 3). The effect of Emotional Intelligence on Employee Engagement in generation Z employees. The subjects in this study were generation Z employees. Sampling using purposive sampling technique with a total of 178 generation Z employees. Data collection in this study used three scales, namely the Employee Engagement Scale (EES), Flexible Work Arrangement Scale (FWAS), and Emotional Intelligence scale. This type of research is quantitative, using the statistical test method of simple linear regression and multiple linear regression tests. The results of this study indicate that: 1). There is a positive influence of Work Flexibility and Emotional Intelligence simultaneously on Employee Engagement in generation Z employees with a sig value of p=0.000 (p<0.01) and a correlation coefficient of 0.350. 2). There is no effect of Work Flexibility on Employee Engagement in generation Z employees with a sig value of p=0.057 (p<0.01) and a correlation coefficient of 0.143. 3). There is a positive influence of Emotional Intelligence on Employee Engagement in generation Z employees with a sig value of p=0.001 (p<0.01) and a correlation coefficient of 0.255. The results of this study are expected to help organizations by implementing a work flexibility system, employees can motivate themselves to improve emotional intelligence so that they can foster work engagement with the company.
Wijayadi et al. (Fri,) studied this question.