Investigating the Predictors of Job Security Among Gen Z in Manufacturing: A Quantitative Study in Taiping, Perak
DOI:
https://doi.org/10.11113/sh.v18n3.2314Keywords:
Job security, Gen Z, employee empowerment, work-life balance, working environment, and leadership styleAbstract
The acceleration of automation alongside evolving workforce expectations has altered how job security is perceived, particularly among Generation Z (Gen Z) individuals entering the manufacturing sector. This study investigates the level, correlation, and influence of selected workplace factors on job security out of Gen Z employees in Taiping, Perak. The factors examined include employee empowerment, work-life balance, working environment, and leadership style. A quantitative approach was implemented through the use of a structured questionnaire administered to 130 respondents. Statistical analyses involved descriptive measures, Spearman’s correlation, and multiple linear regression. The results indicate that all constructs achieved high mean values, suggesting generally favourable evaluations of current workplace conditions. Despite this, the regression findings reveal that only leadership style and work-life balance significantly contribute to job security perceptions. Leadership style shows the strongest effect (β = 0.507, p < 0.001), while work-life balance demonstrates a smaller yet statistically meaningful influence (β = 0.155, p = 0.045). The regression model accounts for 51.9% of the variance in job security, indicating a moderate level of explanatory strength. In contrast, employee empowerment and working environment do not present significant direct effects, implying that these elements function as foundational organisational conditions rather than primary explanatory factors. The findings indicate that job security among Gen Z is influenced more by psychological and relational aspects, particularly confidence in leadership and the ability to sustain personal well-being. These outcomes suggest that organisations should strengthen authentic leadership practices and implement effective work-life balance strategies to support retention and stability. Future investigations may consider mixed-method designs and incorporate additional variables, including career development, to enhance understanding of job security among this workforce group.
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