PENGARUH BURNOUT DAN WORK-LIFE BALANCE TERHADAP QUIET QUITTING PADA PEKERJA GENERASI Z

Abstrak

Fenomena quiet quitting secara umum ditandai oleh rendahnya keterlibatan kerja, pembatasan peran hanya pada pemenuhan tugas formal, serta penghindaran terhadap inisiatif tambahan. Pada pekerja generasi Z perilaku ini dapat dipahami sebagai respons defensif terhadap tuntutan kerja yang berlebihan serta strategi adaptif untuk menjaga kesehatan mental dan mencegah burnout. Instrumen penelitian berupa skala Likert dengan pendekatan kuantitatif serta karakteristik responden pekerja generasi Z yang aktif bekerja di berbagai sektor. Data diperolah dari 392 pekerja generasi Z. Pengukuran variabel menggunakan skala burnout memiliki nilai reliabilitas 0,922, skala Workl-Life Balance memiliki nilai reliatbilitas 0,780, dan skala quiet quitting memiliki nilai reliabitas 0,946. Hasil uji hipotesis menunjukkan bahwa secara parsial burnout pengaruh positif dan signifikan. Tidak terdapat pengaruh signifikan antara Work-Life Balance terhadap quiet quitting. Namun secara simultan burnout dan Work-Life Balance berpengaruh signifikan terhadap quiet quitting dengan kontribusi sebesar 17.6%. Temuan ini menegaskan bahwa generasi Z, quiet quitting bukanlah sekedar bentuk kemalasan melainkan mekanismen pertahanan diri unutk menghindari stres berkepanjangan akibat beban kerja yang melampuai kapasitas. Organisasi disarankan untuk memprioritaskan pengurangan beban kerja dan menciptakan budaya apresiasi guna meminimalisir burnout dan dampaknya berupa penurunan komitmen serta produktivitas pekerja.

Quiet quitting is generally characterized by low levels of work engagement, the restriction of roles to the fulfillment of formal job duties, and the avoidance of additional initiatives. Among Generation Z workers, this behavior can be understood as a defensive response to excessive job demands as well as an adaptive strategy to maintain mental well-being and prevent burnout. This study employed a quantitative approach using Likert-scale instruments and involved Generation Z employees actively working across various sectors. Data were collected from 392 Generation Z workers. The measurement instruments demonstrated high reliability, with the burnout scale yielding a reliability coefficient of 0.922, the work–life balance scale 0.780, and the quiet quitting scale 0.946. Hypothesis testing results indicated that burnout had a positive and significant effect on quiet quitting when examined partially. In contrast, work–life balance did not show a significant effect on quiet quitting. However, when tested simultaneously, burnout and work–life balance had a significant effect on quiet quitting, accounting for 17.6% of the variance. These findings underscore that, for Generation Z workers, quiet quitting is not merely a manifestation of laziness but rather a self-protective mechanism to avoid prolonged stress resulting from workloads that exceed individual capacity. Organizations are therefore encouraged to prioritize workload reduction and foster a culture of appreciation to minimize burnout and its adverse effects, including decreased employee commitment and productivity.