Pengaruh Ambiguitas Peran Dan Konflik Peran Terhadap Fenomena Quiet Quitting: Perspektif Komunikasi Organisasi Pada Karyawan Generasi Z Di DKI Jakarta
Keywords:
Ambiguitas peran, konflik peran, fenomena quiet quitting, Generasi Z, komunikasi organisasiAbstract
Seiring dengan semakin maraknya jumlah Generasi Z di tempat kerja, bermunculan fenomena-fenomena baru yang menjadi trend viral di media sosial. Salah satu istilah dari fenomena yang sempat menarik perhatian khalayak adalah quiet quitting. Sederhananya, quiet quitting merujuk pada minimnya usaha yang dilakukan karyawan terhadap pekerjaan mereka. Jika ditilik dari kacamata perusahaan, fenomena quiet quitting yang dialami Generasi Z tentu membutuhkan intervensi komunikasi internal. Fenomena ini disorot sebagai krisis budaya kerja yang terindikasi dari kegagalan proses komunikasi organisasi. Penting untuk menilik lebih lanjut pengaruh antara kegagalan komunikasi peran terhadap fenomena quiet quitting. Penelitian ini lantas dilakukan untuk menguji pengaruh positif ambiguitas peran dan konflik peran terhadap fenomena quiet quitting pada karyawan Generasi Z. Penelitian ini menggunakan metode penelitian kuantitatif dengan kuesioner daring sebagai instrumen penelitian, dibagikan kepada 120 responden. Data diolah menggunakan aplikasi SmartPLS untuk menguji hubungan sebab akibat antar variabel dan dianalisis dengan teknik Partial Least Squares - Structural Equation Modelling (PLS-SEM). Hasil penelitian menunjukkan bahwa ambiguitas peran dan konflik peran memiliki pengaruh langsung yang positif signifikan terhadap fenomena quiet quitting pada karyawan Generasi Z di Provinsi DKI Jakarta. Terjadinya ambiguitas dan konflik peran bukan semata-mata persoalan manajerial, tapi juga merupakan cerminan dari lemahnya koordinasi komunikasi internal suatu organisasi.
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