Optimizing Generation Z Employee Performance Through Soft Skills, Hard Skills, And Work–Life Balance: The Mediating Role Of Job Satisfaction At PT Bank Riau Kepri Syariah, Riau Province

Sri Indrastuti; Gilang Nugroho; Amries Rusli Tanjung; Fuji Dwi Citra Resmi

doi:10.38142/ijesss.v7i4.2036

Authors

Sri Indrastuti Institut Bisnis dan Teknologi Pelita Indonesia
Gilang Nugroho
Amries Rusli Tanjung
Fuji Dwi Citra Resmi

DOI:

https://doi.org/10.38142/ijesss.v7i4.2036

Keywords:

Soft Skills, Hard Skills, Work-Life Balance, Job Satisfaction, Employee Performance, Generation Z

Abstract

This study aims to analyze the effects of soft skills, hard skills, and work–life balance on the performance of Generation Z employees, with job satisfaction serving as an intervening variable, at PT Bank Riau Kepri Syariah, Riau Province. This research employed a quantitative approach, with data collected through a questionnaire. The data were analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS) with the assistance of SmartPLS software. The results indicate that hard skills and work–life balance have a positive and significant effect on job satisfaction, whereas soft skills do not have a significant effect. Furthermore, soft skills and job satisfaction have a positive and significant effect on employee performance, while hard skills and work–life balance do not have a direct significant effect on employee performance. The mediation analysis reveals that job satisfaction mediates the effects of hard skills and work–life balance on employee performance but does not mediate the effect of soft skills. These findings suggest that improving hard skills and implementing an effective work–life balance should be supported by enhanced job satisfaction to improve the performance of Generation Z employees. Therefore, organizations are encouraged to strengthen employees' soft skills through training programs, teamwork development, and emotional intelligence enhancement.

Downloads

Download data is not yet available.

References

Angelisa, A., Chandra, J., & Indrastuti, S. (2023). PENGARUH MOTIVASI, BEBAN KERJA, DAN GAYA KEPEMIMPINAN TERHADAP TURNOVER INTENTION KARYAWAN PT BANK CENTRAL ASIA TBK CABANG UTAMA PEKANBARU. Procuratio: Jurnal Ilmiah Manajemen, 11(3), 245-257.

Badan Pusat Statistik. (2021). Hasil Sensus Penduduk 2020.

Blau, P. M. (1964). Exchange and power in social life. John Wiley & Sons.

Budiman, B., Fadrul, F., Nyoto, N., Tanjung, A. R., & Indrastuti, S. (2023, March). Kepemimpinan, Kompetensi dan Budaya Organisasi terhadap Komitmen Organisasi dan Kinerja Pegawai di Dinas Pemberdayaan Masyarakat dan Desa Kabupaten Bengkalis. In Prosiding Seminar Nasional Akuntansi, Bisnis dan Manajemen (Vol. 1, No. 1, pp. 1-18).

Chin, W. W. (1998). The partial least squares approach to structural equation modeling. In G. A. Marcoulides (Ed.), Modern methods for business research (pp. 295–336). Lawrence Erlbaum Associates.

Deloitte. (2024). Deloitte Gen Z and Millennial Survey 2024.

Demerouti, E., Bakker, A. B., Nachreiner, F., & Schaufeli, W. B. (2001). The job demands–resources model of burnout. Journal of Applied Psychology, 86(3), 499–512. https://doi.org/10.1037/0021-9010.86.3.499

Dessler, G. (2020). Human resource management (16th ed.). Pearson.

Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18(1), 39–50. https://doi.org/10.1177/002224378101800104

Goleman, D. (1998). Working with emotional intelligence. Bantam Books.

Greenhaus, J. H., Collins, K. M., & Shaw, J. D. (2003). The relation between work–family balance and quality of life. Journal of Vocational Behavior, 63(3), 510–531.

Hair, J. F., Jr., Hult, G. T. M., Ringle, C. M., & Sarstedt, M. (2021). A primer on partial least squares structural equation modeling (PLS-SEM) (3rd ed.). Sage Publications.

Indrastuti, S., Agustin, H., & Tanjung, A. R. (2020, April). Analysis of influence of intellectual capital and capital adequacy ratio on bank performance in Indonesia. In 6th Annual International Conference on Management Research (AICMaR 2019) (pp. 81-83). Atlantis Press.

Indrastuti, S., Baskara, A., Nugroho, G., Yusnidar, Y., Siregar, A., & Setiadi, M. (2025). Strategi Pengembangan Kompetensi SDM untuk Mendorong Inovasi dan Produktivitas pada UMKM Binaan Bank Riau Kepri Syariah. ARSY: Jurnal Aplikasi Riset kepada Masyarakat, 6(3), 766-770.

JakPat. (2024, March 15). Understanding Gen Z: Preference in the workplace: 2024 JakPat survey report. https://jakpat.net/pdf/43243/understanding-gen-z%3A-preference-in-the-workplace---2024-jakpat-survey-report

Kossek, E. E., Lewis, S., & Hammer, L. B. (2010). Work–life initiatives and organizational change: Overcoming mixed messages to move from the margin to the mainstream. Human Relations, 63(1), 3–19.

Laker, D. R., & Powell, J. L. (2011). The differences between hard and soft skills and their relative impact on training transfer. Human Resource Development Quarterly, 22(1), 111–122.

Locke, E. A., & Latham, G. P. (1990). A theory of goal setting and task performance. Prentice Hall.

Mangkunegara, A. A. A. P. (2021). Manajemen sumber daya manusia perusahaan (Edisi revisi). PT Remaja Rosdakarya.

Medina-Garrido, J. A., Biedma-Ferrer, J. M., & Ramos-Rodríguez, A. R. (2017). Relationship between work-family balance, employee well-being and job performance. Academia Revista Latinoamericana de Administración, 30(1), 40–58. https://doi.org/10.1108/ARLA-08-2015-0202

Otoritas Jasa Keuangan. (2025). Snapshot Perbankan Syariah Indonesia Tahun 2025.

Priporas, C. V., Stylos, N., & Fotiadis, A. K. (2020). Generation Z consumers' expectations of interactions in smart retailing: A future agenda. Computers in Human Behavior, 77, 374–381.

PT Bank Riau Kepri Syariah. (2025). Laporan keuangan triwulan tahun 2025. PT Bank Riau Kepri Syariah.

PT Bank Riau Kepri Syariah. (2025). Laporan tahunan 2024. PT Bank Riau Kepri Syariah.

Robbins, S. P., & Judge, T. A. (2022). Organizational behavior (19th ed.). Pearson.

Rokhmah, A. (2024). Analisis kompetensi hard skill dan soft skill mahasiswa Perbankan Syariah (Skripsi Sarjana). Fakultas Ekonomi dan Bisnis Islam, Institut Agama Islam Negeri Pontianak. https://digilib.iainptk.ac.id/xmlui/handle/123456789/4648

Spector, P. E. (1997). Job satisfaction: Application, assessment, causes, and consequences. Sage Publications.

Spencer, L. M., & Spencer, S. M. (1993). Competence at work: Models for superior performance. John Wiley & Sons.

Succi, C., & Canovi, M. (2020). Soft skills to enhance graduate employability: Comparing students and employers' perceptions. Studies in Higher Education, 45(9), 1834–1847.

Sugiyono. (2023). Metode penelitian kuantitatif. Alfabeta.

Wibowo, D. P. P., & Almanshur, F. (2025). The influence of skills gap, work-life balance, and job satisfaction on employee performance: PT Bank Perkreditan Rakyat Delta Artha Kencana. Ekonomis: Journal of Economics and Business, 9(2), 1441–1447.