Abstract
This is a novel study that examines the theoretical concept of workplace spirituality and employee loyalty, particularly in the context of millennial employees in Indonesia who currently dominate the local workforce and are thought to have high turnover intentions. This research aims to determine the correlation between each dimension of workplace spirituality and each dimension employee loyalty among millennials in Indonesia. The final participants in the study were 288 millennial employees from 412 initial respondents that fill online questionnaire from 46 cities in Indonesia. All respondents were full-time employees from public and private organizations with minimum two years of work experience. This study first creating the measurement model and then performing structural equation modeling (SEM) to process and interpret the data. The results indicate that each dimensions of workplace spirituality have different effects on the loyalty of millennial employees in Indonesia, which alignment with organizational values is the main reason for staying in the organization.
Highlights
Individuals spend most of their lives working in an office environment, and may acquire social identity from their workplace
The hypotheses testing the correlation between meaningful work and the dimensions of employee loyalty (H1, H2, and H3) were not supported, demonstrating that the millennial employees in this study are not motivated to be loyal to the organization because of their sense of meaningful work.The hypotheses testing the correlation between sense of community dimension and intention to stay dimension found a negative and significant effect (H4), which means when Indonesian millennials employee feeling a sense of community in the organization, they do not want to stay with the organization
This study demonstrated that the organizational loyalty of millennial employees in Indonesia at work is more influenced by alignment with organizational values than by meaningful work and sense of community in the workplace
Summary
Individuals spend most of their lives working in an office environment, and may acquire social identity from their workplace Employees hope that their workplace will provide a sense of community and attachment. Millennials employees have different characteristics from other employees, for example, they tend to feel less engaged toward their work and feel indifferent in the organization (Clifton, 2016) These employees three times tend to change jobs than are other generations and are less loyal to the organization (Capnary et al, 2018; Clifton, 2016; Deloitte, 2019; Indrawan Wibowo et al, 2018; Mayangdarastri & Khusna, 2020), which has negative results on the employees themselves and on the organization. The members of the millennial workforce are looking for a job that has a mission and goals and provides development and satisfaction, they want their leaders to be a coach rather than a boss, and to have continuous intensive communication (Clifton, 2016)
Sign-in/Register to view highlights & summary Sign-in/Register to access full text options 
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a call
