The Relationship Between Self-Efficacy and Job Performance Among Generation Z Employees at PT X Insurance

Generation Z employees face increasing demands for adaptability and consistent job performance, making self-efficacy an important psychological factor in organizational settings. This study examined the relationship between self-efficacy and job performance among Generation Z employees at PT X Insurance in Jakarta, Indonesia. A quantitative correlational design was employed, using total population sampling involving 58 full-time employees with at least six months of employment. Data were collected using the General Self-Efficacy Scale (GSES) and the Individual Work Performance Questionnaire (IWPQ) and analyzed using Pearson's correlation coefficient and simple linear regression with IBM SPSS Statistics. The results indicated a strong positive correlation between self-efficacy and job performance (r = 0.883, p < 0.001). The regression model explained 77.9% of the variance in job performance scores (R² = 0.779), with a positive unstandardized regression coefficient of 1.449. These findings indicated that employees with higher self-efficacy tended to report better job performance, consistent with the theoretical role of self-efficacy in maintaining motivation, sustaining effort, and managing workplace challenges. However, a statistically significant deviation from linearity and the reliance on self-reported measures warranted cautious interpretation of the correlation and regression results. The study concluded that self-efficacy was positively associated with job performance among Generation Z employees within the organization, although the cross-sectional correlational design did not support causal inferences. Future research should employ longitudinal designs, larger and more diverse samples, and multiple sources of performance assessment to improve the robustness and generalizability of the findings.