Work-Life Balance and Career Development on Career Satisfaction via Self-Initiated Career Plateau among Gen Z Employees
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Abstract
A major barrier to Gen Z taking on middle management roles is their reluctance; 69% of Gen Z professionals cite excessive pressure and low rewards as the reasons. A survey by Capterra found that 75% of middle managers admit to feeling overwhelmed, stressed, and burnt out. Gen Z perceives the transition to middle management as involving a significant increase in workload, heightened work expectations, and constant pressure to meet targets. This study aims to analyze the influence of work-life balance and career development on career satisfaction, mediated by the self-initiated career plateau, among Gen Z employees at Bank X. A quantitative research approach was employed, with data collected via questionnaires from 230 Gen Z employees at Bank X. Data analysis was conducted using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS 4.0 software. The results indicate that work-life balance and career development have significant direct and indirect effects on career satisfaction, mediated by the self-initiated career plateau, among Gen Z employees at Bank X. This study offers practical insights for company management on enhancing employee career satisfaction specifically through the self-initiated career plateau by optimizing work life balance and career development initiatives.
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