Talent Retention in the Generation Z Era: A Systematic Literature Review
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Jumiatul Mulya*
Yunia Wardi
Rino
Generation Z’s entry into the global labor market has created new challenges for human resource management. As a generationdigital nativewith unique characteristics that prioritize work-life balance (work-life balance) and meaningfulness of work, traditional talent retention strategies are no longer adequate to reduce turnover rates.turnover This study aims to synthesize the current literature on the determinants of Generation Z talent retention and map the relationship model between talent management, mediating variables, and their impact on employee loyalty across various industries. This study uses the Systematic Literature Review(SLR) by reviewing 15 selected studies from the period 2020 to 2025. The analysis was conducted by identifying key themes, key variables, and research gaps from various international and national reference sources covering the retail industry, hospitality, digital media, and the public sector. The review results show that Gen Z talent retention is influenced by three main pillars: (1) Psychological Factors, (2) Organizational Factors, and (3) Innovation Factors. Work-life balance (work-life balance) is identified as a fundamental predictor, while employee engagement acts as a crucial mediator linking talent management practices to retention decisions. Theoretically, this study expands the talent management framework by integrating an intergenerational perspective into retention theory. Practically, organizations are advised to adopt more adaptive, transparent, and technology-based strategies to create an inclusive work environment for Gen Z by 2030.
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