WORK ENGAGEMENT AND ITS RELATED CONSTRUCT AMONG GENERATION Z: A SYSTEMATIC LITERATURE REVIEW INTEGRATING JD-R, SET, AND SDT PERSPECTIVES

Abstract

This study conducts a systematic literature review of empirical research published from 2021 to 2025 to identify the key factors shaping work engagement among Generation Z employees. Drawing on the Job Demands, Resources Model, Social Exchange Theory, and Self-Determination Theory, 42 Scopus-indexed studies were examined using the PRISMA 2020 protocol. The synthesis shows that job resources, particularly empowering and ethical leadership, well-being, and flexible work arrangements, consistently predict higher engagement. Trust-based reciprocity and perceived organizational support further strengthen these effects, while autonomy, competence, and relatedness enhance intrinsic motivation. Engagement also emerges as a crucial pathway linking resources to outcomes such as innovation, retention, and commitment. By integrating three major theoretical lenses, this review offers a comprehensive model of Gen Z engagement and highlights practical strategies that emphasize autonomy, trust, ethical leadership, and developmental opportunities to improve loyalty and reduce turnover among younger workers.