Work-Life Balance and Organizational Support on Gen Z's Citizenship Behavior in Jakarta

Abstract

The global workforce is undergoing significant demographic transformation as Generation Z enters the labor market with distinctive values emphasizing psychological well-being and meaningful organizational relationships. Despite theoretical expectations linking work-life balance and perceived organizational support to organizational citizenship behavior, prior empirical findings remain inconsistent, with some studies reporting significant effects while others find no direct relationships, suggesting contextual boundary conditions warrant investigation. This study examines the direct and simultaneous effects of work-life balance and perceived organizational support on organizational citizenship behavior among Gen Z employees. A cross-sectional quantitative design was employed, collecting primary data through structured questionnaires from 100 Gen Z employees working in the Pondok Indah business district, South Jakarta, Indonesia, using purposive sampling. Results indicate that work-life balance and perceived organizational support positively and significantly influence organizational citizenship behavior, explaining 16.4% of variance. Data were analyzed using SPSS multiple linear regression with classical assumption testing. These findings contribute to organizational behavior literature by clarifying that social exchange and spillover mechanisms operate effectively among Gen Z workers, while providing evidence-based guidance for practitioners seeking to cultivate discretionary employee contributions through integrated human resource strategies.