Millennial Employees Research Articles

Brief meaning toolkit: increasing meaning for the Millennial Generation in the workplace in the era of the New World Order

In the post-pandemic era, current geoeconomic and geopolitical changes will have global, regional, and local impacts. Companies must adapt to rapid changes. This condition causes a person to experience disturbances or even be able to adapt and see opportunities in the new world order in the company. The ability to think reflectively that oneself is crucial, understand life, and determine broader goals for life with meaning is important in responding to situations. The millennial generation dominates the workforce in Indonesia, so millennial employees need to have meaning to support the organization's strategic plan in overcoming difficult situations. This service aims to provide interventions to increase meaning in millennial generation employees. The solution method is to provide an understanding of the meaning and a brief meaning toolkit online for millennial employees based on the Meaning toolkit from Mcquaid & Peggy and developed according to Indonesian Culture. Measurements were carried out by pre-test and post-test with The Work and Meaning Inventory (WAMI) instruments. The intervention results showed increased meaning among participants, although not high, with three sub-toolkits in short sessions and through online media. There is the lowest question, which is related to individual goals and organizational goals. The role of the organization is needed in building meaning in the organization. Based on the initial results of this short intervention, the meaning module can be developed into a more complete sub-toolkit and implemented face-to-face for a longer duration.

How playfulness climate promotes the performance of millennial employees – the mediating role of change self-efficacy

PurposeThe effect of playfulness climate on employees in firms has been the subject of an increasing number of studies in recent years. Given the growing number of businesses that have incorporated playfulness into their operations, it is possible to enhance the task performance and innovative performance of the younger generation of workers by rationally managing playfulness, particularly when it comes to that aspect of the workplace. Based on the conservation of resources theory, this study aims to investigate how the playfulness climate in organizations influences the change self-efficacy of the millennial workers and how to enhance their task performance and innovation performance.Design/methodology/approachThe authors used a quantitative approach to test the relationship between the hypotheses. The survey population for this study consisted of the millennial workers in the computer sector who are involved in research and development in China. Hierarchical regression analysis was used to test the built mediation model empirically over the course of the study's three rounds of data collection, each separated by one month. Through the collection of paired questions for leadership and their subordinates, 424 valid questionnaires were obtained.FindingsThe examination of the questionnaire results supports the study's theoretical hypothesis, which states that when millennial workers sense a more playfulness work environment, it will encourage them to develop a sense of change self-efficacy. Additionally, they will be better able to handle work-related responsibilities and come up with innovative ideas as a result of change self-efficacy, which would eventually enhance the task performance and innovation performance of millennial employees.Originality/valueBy introducing the mediation of change self-efficacy, this study expands on the application of the conservation of resources theory. The research on the performance of millennial employees is complemented and enhanced by investigating the relationship between the playfulness climate and employees' task performance and innovation performance from the perspective of their sense of change self-efficacy. This study also reveals that managers should foster a positive and playfulness environment in their workplaces in order to manage the performance of millennial employees.

Construction analysis of predictor variables that explain labor turnover problems among millennials employees

Turnover is a problem for which no solution or prevention has yet been found, because there is no measuring tool that can be used to predict turnover. So this research aims to construct variables as predictors for analyzing the potential turnover of millennial employees, as well as testing external factors such as management systems and work environments as well as individual factors as variables that influence turnover in millennial employees. The research, which took 86 millennial employee respondents from five manufacturing companies in East Java, was measured using the General Aptitude Test Battery (GATB) and Minnesota Importance Questionnaire (MIQ) as predictors. Data analysis used descriptive statistics and testing used analysis of variance (Anava) which proves that external factors, namely job expansion and work environment, have probability values that construct external factors and influence the emergence of turnover in millennial employees, as well as probability values for individual factors that are constructed The variables of workforce agility, job satisfaction, work adjustment, and adversity questions are able to provide an optimal contribution in predicting the emergence of turnover among millennial employees after two years of work or before one year of the employment contract ends.

Compensation and Benefits Satisfaction on Turnover Intention among Millennial Employees in Malaysia Construction Sector: A Conceptual Study

Compensation and Benefits Satisfaction on Turnover Intention among Millennial Employees in Malaysia Construction Sector: A Conceptual Study

Work-Life Balance dalam Meningkatkan Kinerja Karyawan Milenial

This research was conducted to determine work-life balance in improving employee performance at Ngudi Waluyo University. The aim of this research is to understand the implementation of work-life balance for millennial employees, as well as adjusting the balance between personal and work life for millennial employees at Ngudi Waluyo University. The research method used is a qualitative method with a phenomenological approach. The number of research informants was 8 employee informants, consisting of lecturers, education staff, security guards, and office boys (OB). The research location is at Ngudi Waluyo University, Ungaran, Semarang Regency. The results of research from in-depth interviews found that the better the work-life balance that employees have, the more their performance will increase until they are able to achieve good quality. The advice aimed at millennial employees is to better understand time management in order to achieve work-life balance.

The mediating role of work-life balance in the relationship between financial well-being and turnover intention of millennial employees: An organizational behavior outlook

This study looked into the mediating effect of work-life balance on the relationship between financial well-being and intention to leave. Additionally, the possibility of job sector moderating was investigated. The millennial workforce from Philippine public and private organizations makes up the respondents. The study adopted a quantitative methodology. Respondents were given the adopted instrument, which was utilized to quantify the responses. Purposive sampling was used in the selection of the respondents. The results showed that there were notable relationships between work-life balance and financial well-being, as well as between work-life balance and turnover intention. The results were consistent with the findings of Kundnani and Mehta (2015) showing that stress caused due to financial obligations is negatively related to work-life balance. Also, financially unstable employees are more likely to seek new job opportunities. Moreover, work-life balance was found to partially mediate between financial well-being and turnover intention and is supported by the study of Lestari and Margaretha (2021). Nevertheless, it was discovered that the moderating influence of the employment sector on the correlations between the variables was not statistically significant. In light of the study’s findings, conclusions were reached and suggestions for resolving the problems were made.

EXAMINING THE INTENTION OF THE MILLENNIAL GENERATION TO DEPART: STRESS, JOB SATISFACTION, AND ORGANIZATIONAL COMMITMENT AT CV YUDHA MANDIRI YOGYAKARTA

The millennial generation is known to like changing jobs. The aim of this research is to find out whether stress, job satisfaction, and organizational commitment of millennial employees influence their intention to leave. Data was collected via a Likert questionnaire, a scale of 5 from 100 millennial employees who work at CV Yudha Mandiri Yogyakarta. The data analysis method used is Multiple Linear Regression. The research results show that work stress and organizational commitment have a positive and significant effect on intention to leave, while job satisfaction has a negative effect on intention to leave among Millennial employees.

EXAMINING THE INTENTION OF THE MILLENNIAL GENERATION TO DEPART: STRESS, JOB SATISFACTION, AND ORGANIZATIONAL COMMITMENT AT CV YUDHA MANDIRI YOGYAKARTA

The millennial generation is known to like changing jobs. The aim of this research is to find out whether stress, job satisfaction, and organizational commitment of millennial employees influence their intention to leave. Data was collected via a Likert questionnaire, a scale of 5 from 100 millennial employees who work at CV Yudha Mandiri Yogyakarta. The data analysis method used is Multiple Linear Regression. The research results show that work stress and organizational commitment have a positive and significant effect on intention to leave, while job satisfaction has a negative effect on intention to leave among Millennial employees.

The perception of the Y generation working in a public institution on business life: a case of a public institution in Aydin

Purpose- This study was carried out to determine the expectations of the Y generation employees working in public institutions from working life. Methodology- In this context, the sample of the study consists of 18 people who are included in the Y generation classification, working in a public institution in Aydın Province. Research data were collected by fully structured interview technique. In the research, an interview form consisting of 17 open-ended and closed-ended questions was used to determine the expectations and future perspectives of the employees working in the public sector. Findings- As a result of the research, it has been found that the problems faced by the Y generation in the public sector are “injustice, incompetence, lack of infrastructure, inadequacy of physical conditions and lack of educational activities”. It has been concluded that the Y generation working in a public institution expects flexible working conditions in their working life. It has been determined that most of the millennial employees participating in the research prefer the public sector because it is a respected and always valid sector. It has been observed that millennial employees have a high intention to quit their job in the face of a good job offer, but believe that they will retire from the public institution they are in. Conclusion- In the light of the information obtained as a result of the research, it is recommended that senior managers working in public institutions should analyze the characteristics of generations in working life and meet their expectations accordingly in order to ensure efficiency, effectiveness and loyalty within the institution. Apart from being an institution where citizens are served, public institutions should also be an institution where employees can improve themselves. Training and development activities by experts should be increased, especially for Generation Y employees. Keywords: Aydın province, working life, future expectation, public sector, Y generation. JEL Codes: J24, M10, M12

EXISTENCE OF ORGANIZATIONAL CITIZENSHIP BEHAVIOR OF MILLENNIAL EMPLOYEES IN THE ERA OF INDUSTRIAL REVOLUTION 4.0 USING A QUANTITATIVE APPROACH

In the context of the Industrial Revolution 4.0, the existence of Organizational Citizenship Behavior (OCB) of millennial employees is becoming increasingly relevant, and understanding of this phenomenon can be broadened by considering two important aspects: servant leadership and work-life balance. Servant leadership, emphasizing service and individual empowerment, motivates millennial employees to play an active role in positively contributing to the organization. The research aims to analyze the influence of servant leadership and work-life balance on organizational citizenship behavior. The sample in this study consisted of 160 millennial employee respondents who worked in the creative industry sector, determined using a convenience sampling approach. Data collection uses a questionnaire instrument, which is then distributed online. Data analysis uses the SPSS application by displaying data processing results through testing research instruments with validity and reliability tests, multiple regression analysis, coefficient of determination, and hypothesis testing. Based on the results of data analysis, it is stated that servant leadership and work-life balance have a positive and significant effect on organizational citizenship behavior. The research implications stated by reviewing it from the perspective of servant leadership and work-life balance significantly impact human resource management practices and organizational development.

Muthmainnah Adaptive Capability: Conceptualization, Scale Development and Validation

In response to change and the organizational environment, it is necessary to have employees who are adaptive and possesses the resilience in interacting with changes. The characteristics of millennial employees are prone to cause disharmony when responding to change and building work relationships. This requires transcendental meaning to form a personality that is religious and has a positive character in achieving performance. This research aims to develop a new concept of employee adaptive ability based on Islamic spiritual values, namely Muthmainnah Adaptive Capability that includes its dimensions and measurements. We collect data from 117 employees who work in public institutions in Central Java, Indonesia. We test the validity and reliability of measurements using Exploratory Factor Analysis and Confirmatory Factor Analysis. The results of this study improve the literature on human resource development, especially on employee adaptability. The analysis reveal 21 indicators that define Muthmainnah Adaptive Capability.

HUBUNGAN TRANSFORMATIONAL LEADERSHIP DENGAN INNOVATIVE WORK BEHAVIOR PADA KARYAWAN MILENIAL

In the current era of digitalization, it is crucial for employees to be innovative. To achieve innovative work behavior in employees, the support of a leader is essential. Transformational leadership is believed to be one of the main driving factors for employees to be innovative. This research aims to examine the positive relationship between transformational leadership and innovative work behavior among millennial employees. The study utilized the innovative work behavior scale adapted from Janssen (2000) and the Multifactor Leadership Questionnaire (MLQ). A quantitative method was employed in this study, with a sample of 142 employees selected through purposive sampling technique. Data analysis involved using Pearson's product-moment correlation to test the hypotheses. Based on the research findings, a correlation coefficient of r = 0.600 with a significance value of 0.000 (p < 0.01) was obtained, indicating a highly significant positive relationship between transformational leadership and innovative work behavior among millennial employees. The higher the level of transformational leadership, the higher the level of innovative work behavior. Conversely, lower transformational leadership corresponds to lower innovative work behavior among millennial employees.

Prevalence of Toxic Work Environments and Their Impact on Wellbeing: Preliminary Findings among the Millennial Population

The entering of new cohorts into the workforce like millennials and gen-Z has sparked many discussions on strategies to sustain them at work. Studies have suggested that each generation is bound to unique qualities which distinguish one group from another. Despite the newer generation starting to occupy the workplace that was once dominated by baby boomers, there is still a lack of understanding towards occupational behaviours of other generations like millennials. Besides popular opinions of tech-savvy and emotionally vulnerable generations (especially in comparison to baby boomers), more comprehensive research is needed to understand the pattern and risk factors for their wellbeing concerns. In this paper, we investigate the prevalence of various aspects of toxic behaviour at work towards millennial employee wellbeing from the perspective of work-family conflict, burnout, and mental health. The objective is to address and identify patterns related to the problematic workplace that can affect millennials wellbeing at work. Results were analysed using SPSS software by using descriptive, correlation, and logistic regression methods with samples of 133 millennial workers. Findings suggest that the millennial experience of toxic behaviour at work were linked to the increased commonness of risk of wellbeing problems in terms of mental health and burnout symptoms. This paper highlights the importance of managing toxic behaviours and events for millennial employees at work. The millennial generation often thrives on the emotional aspect of work while showing an increased risk of wellbeing problems such as burnout, when exposed to a problematic environment. This paper therefore suggests the importance of sustaining and promoting a healthy working environment for the millennial generation to flourish.
 Keywords: toxic work environment, wellbeing, burnout, mental health, work-family conflict

Conceptualizing Sustainable Consumption Behaviors among Millennial Employees in the Energy Sector

The increasing concern regarding the impact of energy consumption on the environment and the 2050 net-zero emission target necessitates the investigation of behavioral studies in energy consumption among employees. This study aims to develop a conceptual framework for future research on sustainable consumption behavior, specifically focusing on millennials. The conceptual framework links millennials’ sustainable consumption behavior to proactive work behavior through the lens of workplace spirituality. To develop this framework, the paper reviewed published studies related to sustainable consumption behaviors, work values, and behavioral factors across different generations. The review utilized computerized keyword searches in scholarly databases such as SpringerLink, Emerald, ScienceDirect, ProQuest, and Google Scholar. Based on the review’s empirical findings, narrative examples were drawn to construct the conceptual framework. The findings emphasize the importance of exploring millennials’ sustainable consumption behavior in relation to their values and behavioral factors. Proactive work behavior and workplace spirituality are identified as actionable elements to promote sustainable consumption behaviors among employees in the energy sector. Workplace spirituality is proposed as a moderating variable for the relationship between sustainable consumption behaviors and proactive work behavior, providing potential for further research in this area. Given that millennials are a significant generation in achieving sustainable energy consumption goals by 2050, this study focuses on their hiring and training to drive sustainable behavior. It evaluates the influence of HR and organizational behavior factors on sustainable consumption behavior in the energy industry. Practical implications and recommendations aim to assist practitioners and policymakers in analyzing behavioral phenomena to establish and implement sustainable goals for millennials. The paper extends the conceptual underpinning of sustainable consumption behavior by integrating proactive work behavior and workplace spirituality in the context of energy sector millennials. It paves the way for future researchers to empirically investigate and examine these variables in the energy sector. The study’s significance lies in its conceptual contributions to the existing body of knowledge in the field of sustainable consumption behavior.
 Keywords: energy sector, millennials generation, sustainable consumption behaviors, proactive work behavior, workplace spirituality

Reducing job hopping intentions through personal psychological aspects

This study aims to investigate the impact of personal psychological factors, such as work-life balance and job satisfaction, on the job-hopping intentions of millennials. The research employs a quantitative approach, and the study population consists of millennial employees working in Purwakarta Regency. The data was collected using non-probability and accidental sampling techniques, with a total sample size of 100 employees. Multiple linear regression analysis was used to analyze the data, with the help of the IBM SPSS Statistics 26 application. The findings of this research can help companies understand the reasons behind employee turnover, including voluntary turnover, such as job-hopping. By understanding the psychological aspects of their employees, companies can reduce job-hopping and other forms of turnover. The study provides evidence that taking a personal psychological approach to millennial employees can help reduce job-hopping intentions, which is crucial for companies to minimize losses due to turnover.

MENGAPLIKASIKAN KEPUASAN KERJA SEBAGAI VARIABEL MEDIASI HUBUNGAN GAYA KEPEMIMPINAN TRANSFORMATIONAL TERHADAP KOMITMEN ORGANISASI

The purpose of this study was to examine the Mediating Role of Job Satisfaction (JS) on the Influence of Transformational Leadership Style (TLS) on Organizational Commitment (OC). The method used is PLS – SEM with a second-order embedded tow stage approach. Data collection techniques used interviews and questionnaires which were distributed to millennial employees who work in palm oil processing machinery manufacturing companies. The tool used to test the research results in this study was SmartPLS 3. The sample for this study was 41 millennial employee respondents. Data were analyzed using path analysis. The results showed that TLS had an effect on JS but had no effect on OC while JS had an influence on OC, and in this study, JS was able to play a mediating role in the relationship between TLS and OC with a significance value of 0.034. and suggestions in this study include increasing the number of samples, and involving personality elements in the testing process and job availability.

Exploring Transformational Leadership and Employee Performance: The Mediation Role of Psychological Empowerment Millennial Generation

This study investigates the influence of transformational leadership on the performance of millennial employees working in SMEs in Banjarmasin City in South Kalimantan Province, Indonesia. Furthermore, it postulates that psychological empowerment is a mediator in explicating the relationship between transformational leadership and employee performance. The research methodology employs a quantitative approach and purposive sampling to select a sample of 400 SME employees in Banjarmasin who were born between 1981 and 1996, thus belonging to the millennial generation. Data analysis involves the utilization of PLS-SEM, with the testing of constructs following a reflective-reflective model. The findings indicate that transformational leadership does not directly influence employee performance but instead exerts its influence through the mediating factor of psychological empowerment. Psychological empowerment, therefore, assumes a crucial role in mediating the relationship between these two constructs. Considering the limited existing literature concerning millennial generation workers, our model serves as a valuable tool for uncovering the distinctive traits of millennial employees within the SME context. Furthermore, this research lays the foundation for future cross-country comparisons of millennial leadership approaches across diverse Asian nations, contributing to a deeper understanding of the varying characteristics of the millennial generation within distinct cultural settings.

TURNOVER INTENTION IN THE CEMENT INDUSTRY: A mediating model evaluation for future mitigation

In the industrial sectors, retaining millennial employees by optimizing organizational support and suitability of workload is important to maintain the company's existence through human resources management, especially in the cement industry which requires employees with high-level integrity due to heavy work intensities. Therefore, this study was conducted to analyze and determine the effect of perceived organizational support and workload on turnover intention, by using the mediating contribution of job satisfaction to permanent millennial employees in one of the cement industries in Indonesia. Recorded, as many as 100 permanent millennial employees from various departments have participated. In terms of feedback data responses, were analyzed with the assistance of IBM SPSS software and Smart-PLS's latest version. Results found that fifth-relationships are in line with the research expectations while not to the other two. A quantitative approach with an explanatory design was used, in which the data were collected through online method distribution with the assistance of Google-form questionnaires. In the techniques of analysis, this study uses Smart-PLS software's latest version to assist the structural equation model (Average Variance Extracted > 0,5, Composite Reliability > 0,7, HTMT < 0,85, and R-square > 0,33), and second-order path-analysis (T > 1,96 & P ≤ 0,05) while IBM SPSS latest version used to descriptive analysis.

How empowering leadership promotes millennial employees’ voice behavior

Based on social exchange theory, the aim in this paper was to provide theoretical guidance and empirical evidence on how to optimize a motivational voice mechanism for millennial employees. Data from 141 millennial employees in China offer considerable support for our hypothesized moderated mediation model. Results revealed that (a) empowering leadership is positively related to millennial employees’ voice; (b) millennial employees’ intrinsic motivation partly mediates the relationship between empowering leadership and the employees’ voice; (c) autonomous job design moderates the direct relationship between empowering leadership and millennial employees’ intrinsic motivation; and (d) autonomous job design moderates the indirect relationship between empowering leadership and employee voice behavior via the employees’ intrinsic motivation, such that the relationship is stronger when job design is highly autonomous rather than less autonomous. Our findings not only elucidate the motivating factors and intrinsic mechanisms of millennials’ voice, but also hold the means to motivate millennials in practical contexts.

Flexible work arrangement dan work-life balance pada generasi milenial

Currently, millennial generation employees are the working group that dominates employment in Indonesia. Millennial generation employees are characterized by their awareness of getting work-life balance. This is in line with the survey results which show that the majority of millennial employees want a balance between their personal and work lives. The opportunity to apply flexible work arrangements is believed to have an effect on employees' work-life balance conditions. In the COVID-19 pandemic situation, the application of working from home makes implementing flexible work arrangements a challenge to be able to get a work-life balance. This is because the actual working hours exceed the supposed working hours. The purpose of this study is to analyze the effect of implementing flexible work arrangements on work-life balance conditions for millennial employees. This research is a quantitative research with work-life balance as dependent variable and flexible work arrangement as independent variable. The data collection method used a Likert scale with five alternative answer choices. The research subjects are millennial generation employees who work with a hybrid system or a combination of work from home and work from office. Data analysis used non-parametric Kendall's tau-b correlation test because one of the assumption tests was not met. The results showed a significance value of 0.332 > 0.05, which means that there is no influence between flexible work arrangements and work-life balance. There are other factors that are more personal in nature that can support the achievement of work-life balance for millennial generation employees.