Impact of Organizational Culture and Work Ethic on Employee Performance with Commitment as a Mediating Factor Among Generation Z Employees
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Published
Oct 30, 2025
Abstract
This study looks at how company culture and work ethic affect the performance of Generation Z employees, using employee engagement as a mediator. Data were obtained using an associative quantitative technique through an online survey of Generation Z employees (ages 18-28 with at least six months of service) and analyzed using PLS-SEM. The results show that company culture has a favorable and considerable impact on performance, both directly and indirectly through employee engagement. However, work ethic only has a major impact on performance when employee participation is fully mediated. One important result is that employee involvement does not directly boost Generation Z performance; rather, intrinsic motivation has a larger effect.
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How to Cite
Anwar, W. P., Wahyono, G. B., Imron, M. and Martaleni, M. (2025) “Impact of Organizational Culture and Work Ethic on Employee Performance with Commitment as a Mediating Factor Among Generation Z Employees”, Ranah Research : Journal of Multidisciplinary Research and Development, 8(1), pp. 350-358. doi: 10.38035/rrj.v8i1.1888.
References
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Agustina, D., Handayani, S. R., & Setyowati, R. (2022). Employee performance mediated quality of work life relationship satisfaction on the job and organizational commitment. Jurnal Manajemen, 14(2), 101–110. https://doi.org/10.26740/jmj.v14n2.p101-110
Ajmesc. (2023). Generational Differences in Work Preferences. Asia Journal of Management Education and Social Sciences, 2(1), 45–57. 1476-Article Text-4724-1-10-20250908 (2).pdf
Allen, N. J., & Meyer, J. P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational Psychology, 63(1), 1–18. https://doi.org/10.1111/j.2044-8325.1990.tb00506.x
Alqudah, M. K., Abu Mansour, J., & Almahasneh, M. (2022). High-performance HRM practices and readiness for change: Affective commitment as a mediator. Journal of Organizational Psychology, 22(1), 89–102. https://doi.org/10.33423/jop.v22i1.4890
Amirah Jasmine, J., & Utomo, P. (2024). The role of transformational leadership, work-life balance, and employee engagement on Gen Z’s organizational commitment in the Indonesian creative industry. Journal of Business Perspectives, 22(4), 576–587. http://dx.doi.org/10.21511/ppm.22(4).2024.43
Clarissa Daslim, D., Gunawan, D., & Sari, P. (2023). Work environment and organizational commitment among Millennials and Gen Z employees in Indonesia. Jurnal Psikologi, 21(1), 55–70. http://dx.doi.org/10.58812/esmb.v2i01.113
Cohen, A. (1993). Organizational commitment and turnover: A meta-analysis. Academy of Management Journal, 36(5), 1140–1157. https://doi.org/10.5465/256648
Candra Kirana, T., & Hadi, S. (2024). The role of organizational commitment in mediating work ethic and employee performance. Jurnal Ilmu Manajemen Terapan, 6(1), 45–60. http://dx.doi.org/10.58812/esmb.v2i01.113
Djohan, N., & Surya, A. (2023). Pengaruh komitmen organisasi terhadap kinerja karyawan pada perusahaan retail. Jurnal Ekonomi dan Bisnis, 26(2), 123–135. https://doi.org/10.55173/jeams.v5i1.39
Edinna, M., & Anfas. (2024). Etos Kerja dalam Kinerja Karyawan Generasi Z di Daerah Khusus Ibukota Jakarta. Journal of Management Branding, 1(2), 121–126. https://doi.org/10.71326/jmb.v1i2.45
Fathonah, S., & Putri, D. R. (2023). Organizational commitment and its impact on employee performance in SMEs. Jurnal Ilmu Administrasi Bisnis, 12(1), 77–88. file:///C:/Users/Hi/Downloads/953-970.pdf
Gagola, M. E., & Prapunoto, H. (2024). The meaning of work and organizational commitment of Generation Z employees. Jurnal Psikologi Terapan, 5(1), 33–48. https://doi.org/10.31234/osf.io/9dy84
Jasmine, N., & Utomo, S. (2024). Karakteristik generasi Z dalam dunia kerja digital. Jurnal Ilmu Sosial dan Humaniora Digital, 3(1), 12–27. 1476-Article Text-4724-1-10-20250908 (4).pdf
Kenita Putri, A. (2024). Organizational culture and organizational commitment in work performance among generations. Jurnal Manajemen Generasi, 2(1), 15–26. https://doi.org/10.31227/osf.io/7kxgm
Nguyen, D. T., Tran, Q. H., & Le, P. M. (2024). Study of factors influencing the organizational commitment of Generation Z in Vietnam. Journal of Human Resource Management, 12(1), 55–69. https://doi.org/10.2139/ssrn.4556782
Nikpour, A. (2017). The impact of organizational culture on organizational performance: The mediating role of employees’ organizational commitment. International Journal of Organizational Leadership, 6(1), 65–72. https://doi.org/10.33844/ijol.2017.60321
Nurjaya, I. N., Sunuharyo, B. S., & Utami, H. N. (2020). Pengaruh etos kerja terhadap kinerja dengan motivasi sebagai variabel intervening. Jurnal Ilmu Manajemen, 9(2), 159–170. https://doi.org/10.29407/jim.v9i2.15931
Putri, K. (2024). Apakah Gen-Z memiliki Budaya Organisasi dan Komitmen Organisasi yang lebih tinggi terhadap Prestasi Kerja dibandingkan generasi lainnya? Jurnal Manajemen dan Bisnis Madani, 6(2), 48–67. https://doi.org/10.51353/jmbm.v6i2.932
Ruhiyat, M., Gunawan, R., & Aeni, N. (2022). Pengaruh budaya organisasi terhadap kinerja karyawan dengan mediasi komitmen. Jurnal Ekonomi dan Manajemen, 16(1), 88–102. https://doi.org/10.31227/osf.io/dvh5g
Salamcı, A., & Artar, M. (2021). The effect of organizational commitment on firm performance: Intergenerational differences. Journal of Management Research, 13(4), 23–35. https://doi.org/10.5539/jmr.v13n4p23
Simonson, L., Martin, P., & Lee, H. (2017). Exploring relationships between work ethic and organizational commitment. Journal of Workplace Learning, 29(3), 177–190. https://doi.org/10.1108/JWL-01-2017-0003
Sasando Sando, A., & Alias, A. F. (2024). Adaptabilitas budaya Gen Z Surakarta: Cultural intelligence, value congruence, and attitude toward culture in workplace. Jurnal Bisnis Manajemen dan Akuntansi (BISMAK), 4(2), 32–54. https://doi.org/10.47701/bismak.v4i2.4961
Agustina, D., Handayani, S. R., & Setyowati, R. (2022). Employee performance mediated quality of work life relationship satisfaction on the job and organizational commitment. Jurnal Manajemen, 14(2), 101–110. https://doi.org/10.26740/jmj.v14n2.p101-110
Ajmesc. (2023). Generational Differences in Work Preferences. Asia Journal of Management Education and Social Sciences, 2(1), 45–57. 1476-Article Text-4724-1-10-20250908 (2).pdf
Allen, N. J., & Meyer, J. P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational Psychology, 63(1), 1–18. https://doi.org/10.1111/j.2044-8325.1990.tb00506.x
Alqudah, M. K., Abu Mansour, J., & Almahasneh, M. (2022). High-performance HRM practices and readiness for change: Affective commitment as a mediator. Journal of Organizational Psychology, 22(1), 89–102. https://doi.org/10.33423/jop.v22i1.4890
Amirah Jasmine, J., & Utomo, P. (2024). The role of transformational leadership, work-life balance, and employee engagement on Gen Z’s organizational commitment in the Indonesian creative industry. Journal of Business Perspectives, 22(4), 576–587. http://dx.doi.org/10.21511/ppm.22(4).2024.43
Clarissa Daslim, D., Gunawan, D., & Sari, P. (2023). Work environment and organizational commitment among Millennials and Gen Z employees in Indonesia. Jurnal Psikologi, 21(1), 55–70. http://dx.doi.org/10.58812/esmb.v2i01.113
Cohen, A. (1993). Organizational commitment and turnover: A meta-analysis. Academy of Management Journal, 36(5), 1140–1157. https://doi.org/10.5465/256648
Candra Kirana, T., & Hadi, S. (2024). The role of organizational commitment in mediating work ethic and employee performance. Jurnal Ilmu Manajemen Terapan, 6(1), 45–60. http://dx.doi.org/10.58812/esmb.v2i01.113
Djohan, N., & Surya, A. (2023). Pengaruh komitmen organisasi terhadap kinerja karyawan pada perusahaan retail. Jurnal Ekonomi dan Bisnis, 26(2), 123–135. https://doi.org/10.55173/jeams.v5i1.39
Edinna, M., & Anfas. (2024). Etos Kerja dalam Kinerja Karyawan Generasi Z di Daerah Khusus Ibukota Jakarta. Journal of Management Branding, 1(2), 121–126. https://doi.org/10.71326/jmb.v1i2.45
Fathonah, S., & Putri, D. R. (2023). Organizational commitment and its impact on employee performance in SMEs. Jurnal Ilmu Administrasi Bisnis, 12(1), 77–88. file:///C:/Users/Hi/Downloads/953-970.pdf
Gagola, M. E., & Prapunoto, H. (2024). The meaning of work and organizational commitment of Generation Z employees. Jurnal Psikologi Terapan, 5(1), 33–48. https://doi.org/10.31234/osf.io/9dy84
Jasmine, N., & Utomo, S. (2024). Karakteristik generasi Z dalam dunia kerja digital. Jurnal Ilmu Sosial dan Humaniora Digital, 3(1), 12–27. 1476-Article Text-4724-1-10-20250908 (4).pdf
Kenita Putri, A. (2024). Organizational culture and organizational commitment in work performance among generations. Jurnal Manajemen Generasi, 2(1), 15–26. https://doi.org/10.31227/osf.io/7kxgm
Nguyen, D. T., Tran, Q. H., & Le, P. M. (2024). Study of factors influencing the organizational commitment of Generation Z in Vietnam. Journal of Human Resource Management, 12(1), 55–69. https://doi.org/10.2139/ssrn.4556782
Nikpour, A. (2017). The impact of organizational culture on organizational performance: The mediating role of employees’ organizational commitment. International Journal of Organizational Leadership, 6(1), 65–72. https://doi.org/10.33844/ijol.2017.60321
Nurjaya, I. N., Sunuharyo, B. S., & Utami, H. N. (2020). Pengaruh etos kerja terhadap kinerja dengan motivasi sebagai variabel intervening. Jurnal Ilmu Manajemen, 9(2), 159–170. https://doi.org/10.29407/jim.v9i2.15931
Putri, K. (2024). Apakah Gen-Z memiliki Budaya Organisasi dan Komitmen Organisasi yang lebih tinggi terhadap Prestasi Kerja dibandingkan generasi lainnya? Jurnal Manajemen dan Bisnis Madani, 6(2), 48–67. https://doi.org/10.51353/jmbm.v6i2.932
Ruhiyat, M., Gunawan, R., & Aeni, N. (2022). Pengaruh budaya organisasi terhadap kinerja karyawan dengan mediasi komitmen. Jurnal Ekonomi dan Manajemen, 16(1), 88–102. https://doi.org/10.31227/osf.io/dvh5g
Salamcı, A., & Artar, M. (2021). The effect of organizational commitment on firm performance: Intergenerational differences. Journal of Management Research, 13(4), 23–35. https://doi.org/10.5539/jmr.v13n4p23
Simonson, L., Martin, P., & Lee, H. (2017). Exploring relationships between work ethic and organizational commitment. Journal of Workplace Learning, 29(3), 177–190. https://doi.org/10.1108/JWL-01-2017-0003
Sasando Sando, A., & Alias, A. F. (2024). Adaptabilitas budaya Gen Z Surakarta: Cultural intelligence, value congruence, and attitude toward culture in workplace. Jurnal Bisnis Manajemen dan Akuntansi (BISMAK), 4(2), 32–54. https://doi.org/10.47701/bismak.v4i2.4961