Millennial Generation Employees Research Articles

The Mediating Effect of Organizational Commitment and Occupational Self-Efficacy on Work Engagement

The goal of this study is to determine the effect of occupational self-efficacy on work engagement in millennial-generation employees, with organizational commitment as a mediation variable. The population of this research includes members of the millennial generation working in Jabodetabek. The sample comprises 250 respondents; the sampling technique is non-random sampling using the convenience sampling technique. Data processing uses Macro Preacher & Hayes contained in SPSS verse 25, called PROCESS. The study results reveal that occupational self-efficacy has a significant effect on organizational commitment, and organizational commitment has a significant effect on work engagement. Occupational self-efficacy has a significant effect on work engagement, and organizational commitment mediates occupational self-efficacy and work engagement among millennial generation employees who work in Jabodetabek. The direct effect of occupational self-efficacy on work engagement is greater than the indirect effect.

The Influence of the K3 Program and Incentives on Employee Productivity Mediated by Job Satisfaction in Millennial Generation Employees in Bekasi District

The Influence of the K3 Program and Incentives on Employee Productivity Mediated by Job Satisfaction in Millennial Generation Employees in Bekasi District

Karyawan Generasi Y Perusahan Startup Pulau Jawa: Workplace Incivility dan Turnover Intention

Millennials working in startup companies today have faced workplace incivility, which can increase an employee's turnover intention to leave the company. This condition can lead to prolonged stress and potentially trigger burnout and job dissatisfaction. This study aims to determine the relationship between workplace incivility and turnover intention in millennial generation employees in startup companies on the island of Java. This research design is quantitative - correlational. This study has 71 subjects of generation Y employees who work in startup companies on the island of Java. The workplace incivility instrument uses the workplace incivility Scale adapted from Yuniasanti (2019) and the Turnover Intention instrument uses the Turnover Intention Scale adapted from Trisevila (2023). With data analysis using product moment. Based on the results of data analysis, it shows that there is a positive relationship between workplace incivility and Turnover Intention in millennial generation employees in startup companies on the island of Java.

INFLUENCE OF TRAINING ON EMPLOYEE PERFORMANCE IS MODERATE BY COMPENSATION IN MILLENIAL GENERATION EMPLOYEES IN BEKASI DISTRICT

This research was conducted to determine the effect of training on performance which is moderated by compensation for millennial generation employees in Bekasi Regency. This research uses a quantitative method using SPSS Version 26 and MacroProcess version 4.3 with the Hayes 1 model for the analysis method. The population in this research is millennial generation employees who work and live in Bekasi Regency with a total sample of 96 samples. The analysis results show that training has a significant effect on employee performance and compensation as a moderating variable so that compensation significantly moderates the effect of training on employee performance.

ANALYSIS OF THE RELATIONSHIP OF TRANSFORMATIONAL LEADERSHIP, WORK ENVIROMENT, AND JOB SATISFACTION ON EMPLOYEE RETENTION OF THE MILLENIAL GENERATION IN THE CREATIVE SECTOR

Millennials now make up a significant portion of the workforce, valuing meaningful work, opportunities for development and a supportive work environment, making these factors crucial in retaining talent in the creative sector. This research aims to analyze the relationship between transformational leadership, work environment, and job satisfaction on the retention of millennial generation employees in the creative sector. The sample in this research consisted of 120 employees who worked in the creative industries in Indonesia who were determined using a purposive sampling approach. Data collection uses a questionnaire instrument which is then distributed online. Data analysis uses the SPSS application by displaying the results of data processing through validity and reliability tests, multiple regression analysis, coefficient of determination and hypothesis testing. Based on the results of data analysis, it is stated that transformational leadership, work environment, and job satisfaction have a positive and significant effect on employee retention. This research highlights the importance of adaptive leadership and a conducive work environment in retaining millennial talent which is vital for maintaining innovation and competitive advantage in the creative sector.

Membangun Innovative Work Behavior Pada Karyawan Generasi Millennial: Peran Transformational Leadership Dan Employee Engagement

The generational shift in the workforce, from generation X to the millennial generation, requires company leaders to understand the behavior of millennial generation employees and adopt the leadership style used. This study analyzed whether transformational leadership and employee engagement can improve the innovative work behavior of millennial generation employees. This study used a quantitative approach, by surveying 167 millennial generation employees. The data was processed using Partial Least Square (PLS). The results showed that transformational leadership and employee engagement significantly increased innovative work behavior. Transformational leadership will foster engagement among employees, and in the end, will encourage the formation of innovative work behavior.

Environmental Impact and Job Satisfaction on Employee Performance with Intervening Variables Work Motivation (Case Study: Refinery-Biodiesel Plant Division of PT. X)

This research is intended to find out and analyse the impact of work environment and work satisfaction on employee performance, which is mediated by work motivation. The research was done quantitatively by using the survey method with data analysis technique using SEM PLS. The questionnaire was a data collection instrument and was spread online through Google Forms. It had a sample quota of 83 respondents from millennial-generation employees from a refinery-biodiesel plant in PT. X. The independent variable in this research is work environment (X1) and Job satisfaction (X2); the dependent variable is employee performance (Y) and, with mediating variable, namely work motivation (Z). The result from this research is that work environment (X1) and work satisfaction (X2) do not affect employee performance (Y) because the t-statistic values of 1,237 and 0,068 are successively lesser than 1,96 values with a significance of 0,05. With the mediation available in the form of work motivation (Y), it can be obtained data in which work environment (X1) and work satisfaction (X2) positively affect and signification to employee performance (Y) with t-statistic values by 2,157 and 3,872 successively with the significance lesser than 0,05. Besides that, work motivation (Y) also positively affects and is significant toward employee performance with a t-statistic value of 4,490 and a significance of 0,05. Further research is expected to research other variables that are able to support employees’ increasing performance, such as organisational commitment, work-life balance, and organisational culture.

Millennial Employees’ Performance: The Role of Psychological Well-being and Work Engagement

This study aims to determine the effect of psychological well-being and work engagement partially and simultaneously on the performance of millennial generation employees. The method use a quantitative approach. Sampling using non-probability sampling technique through google form with a total of 367 millennial generation employee respondents who work in Jabodetabek. The psychological well-being was measured by Ryff's Psychological Well-being (RPWB) - NFSH totaling 18 items. Work engagement was measured by Utrecht Work Engagement Scale-9 (UWES-9) with a total of 9 items. Employee performance was measured by Individual Work Performance Questionnaire (IWPQ) totaling 18 items. Data processing using Jamovi 2.4 software with multiple linear regression models. Hypothesis testing results show that psychological well-being variables has no effect on employee performance. While the work engagement variable has a positive effect on employee performance. Simultaneously, psychological well-being and work engagement have positive effect on employee performance of millennial generation in Jabodetabek by 6,55%.

Work stress dan turnover intention pada karyawan milennial: Peran mediasi supervisor support

In an era of dynamic work, millennials face unique challenges related to job stress that can impact their intention to leave their job, known as turnover intention. This scientific article explores the relationship between work stress and turnover intentions in the millennial generation, focusing on the mediating role of supervisor support to reexamine whether superiors are one of the determinants of millennial employee turnover intentions. This study used a non-probability sampling method with a purposive sampling technique. The subjects of research were millennial generation employees, with at least 3 months of work. Respondents came from Malaysia (64 people) and Indonesia (152 people), with a total of 216 respondents. The instruments used were the Turnover Intention Scale, General Work Stress, and Supervisor Support which have been tested. The research results show: 1). a quite strong and significant relationship between work stress and turnover intention; 2). supervisor support is not significant on turnover intentions; and 3). The effect of work stress on turnover intention with supervisor support as moderate is not significant. The novelty of the results of this research is that it is very inspiring information for management policies for millennial employees who want to stop working by overcoming sources of work stress and fostering a collegial nature with co-workers. Research implications are discussed

THE EFFECT OF AGREEABLENESS ON INNOVATIVE BEHAVIOR IN MILLENNIAL GENERATION EMPLOYEES IN THE SPECIAL REGION OF YOGYAKARTA WITH KNOWLEDGE SHARING AS AN INTERVENING VARIABLE

The success of a company cannot be separated from the role of its human resources. In this era of digitalization and increasingly rapid technological developments, companies are required to always innovate. This research will examine the influence of agreeableness on innovative behavior with knowledge sharing as an intervening variable. Sampling in this study used purposive sampling technique with 60 respondents with the criteria of millennial generation employees aged 27-42 years who live and work in the Special Region of Yogyakarta. The tests carried out in this research were instrument testing (validity test and reliability test), classical assumption test, hypothesis test (t test), coefficient of determination and path analysis using the Sobel test. The results of this research show that agreeableness has a positive and significant effect on knowledge sharing, knowledge sharing has a positive and significant effect on innovative behavior, agreeableness has a positive and significant effect on innovative behavior and knowledge sharing partially mediates the influence of agreeableness on innovative behavior.

THE INFLUENCE OF WORK-LIFE BALANCE ON THE MENTAL HEALTH OF MILLENNIAL GENERATION WORKERS IN YOGYAKARTA SPECIAL REGION

The research had the objective to analyze the effect of work life balance on the mental health of
 millennial generation employees of the Yogyakarta Special Region. This research includes causal
 associative research with quantitative approach. The sampling method was simple random
 sampling with the Slovin formula at a critical value of 10% and get results from 131 respondents.
 Primary data was conducted using questionnaire trough google forms. The statistical tests used
 are validity test, reliability test, normality test, heteroscedasticity test, linearity test, simple
 linear regression analysis, t test and analysis of the coefficient of determination with the SPSS
 Statistic 26.0 Program. The results of data analysis indicated that a positive and significant
 influence on work life balance to mental health with a correlation value of 0.667. Effective
 contribution from work life balance to predict mental health by 41.8% and the remaining 58.2%
 influenced by other factors not examined in this study. Thus, it can be concluded that the
 hypothesis in this research is accepted.

Analisis Faktor-Faktor Yang Mempengaruhi Semangat Kerja Karyawan Generasi Milenial Pada Perusahaan Ekspedisi

This research aims to determine and analyze factors that can influence the work spirit of millennial generation employees at expedition companies. The research method used is analysis in the form of mix methods which can be carried out through gradual quantitative-qualitative analysis, namely quantitative data analysis followed by collecting qualitative data analysis. The results of this research show that the most dominant factors influencing the work spirit of millennial generation employees are work environment factors 92%, organization 88%, compensation and benefits 85%, and leadership style 83%. Keywords: Human Resources, Employee Morale, and Millennial Generation

Determinan Work Engagement dan Proactive Personality Terhadap Innovation Work Behaviour pada Karyawan Generasi Milenial di Jakarta

Innovative work behavior (IWB) is a very important factor in achieving competitive advantage and continuity of an organization, especially for millennial employees. This research discusses Work Engagement and Proactive Personality that occur in millennial generation employees. The method used in this research is a quantitative method with a population of millennial generation employees in Jakarta. The sample used used a sampling technique, namely purposive sampling, with 100 respondents. The results of this research are that the Work Engagement variable has a significance value for Innovation work behavior of 0.049, while the Proactive Personality variable has a significance value for Innovation work behavior of 0.058. From the coefficient of determination, it can be concluded that the Work Engagement and Proactive Personality variables influence Innovation work behavior by 16.6%, while the other variables are 83.4% influenced by other variables.

The Effects of Psychological Contracts and Organizational Support on Organizational Commitment Behavior on Millennial Generation Employees

The Effects of Psychological Contracts and Organizational Support on Organizational Commitment Behavior on Millennial Generation Employees

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.

The Moderating Role Of Employee Engagement On The Influence Of Work Life Balance On Organizational Citizenship Behavior Through Burnout

Employees can experience developments that can advance the company, so companies must pay attention to the behavior of employees who work in the company. As many as 62% of millennial workers in Indonesia, they are considering and planning to leave their company. This is certainly not desired by companies where the millennial generation works. Based on field observations, researchers found that there is a problem of lack of employee OCB behavior. This is indicated by company turnover data for the last year. In this research, data will be collected based on quantitative methods. Questionnaires were distributed to 53 GlobalXtreme millennial generation employees using a saturated sampling technique. Partial Least Square (PLS) software will be used for the SEM analysis of this study model. According to the findings, OCB is significantly affected by work-life balance. Involvement has been shown to strengthen the connection between work-life balance and organisational citizenship behaviour. As burnout has a detrimental effect on organisational citizenship behaviour (OCB), work-life imbalance has the same effect. Work-life balance affects OCB via a mediating factor called burnout.

Peran Learning Agility untuk Meningkatkan Perilaku Kolaborasi Pegawai Generasi Milenial di Pemerintahan Kota Padang

An employee nowadays is required to be able to adapt quickly to every job given, and to be able to learn from existing experience in order to compete with other workers. This research aims to determine the role of learning agility in improving the collaborative behavior of millennial generation employees in the Padang City Government. The independent variable in this research is learning agility and the dependent variable is collaboration behavior. The measuring instruments used in this research are the Learning Agility scale and the collaboration behavior scale. The sampling technique in this research is purposive sampling, namely sampling using certain considerations according to the desired criteria to determine the number of samples to be studied. The sample for this research was 266 employees in the Padang City Government. Validity and reliability testing in this research used the Cronbach Alpha technique. The results of the validity coefficient on the learning agility scale with corrected item-total correlation values ​​range from 0.316 up to 0.646, while the reliability coefficient is 0.831. The results of the validity coefficient on the Collaboration Behavior scale with corrected item-total correlation values ​​range from 0.302 up to 0.749, while the reliability coefficient is 0.853. Based on data analysis, the calculated t value of 17.309 is greater than the t table, which is 1.660. So it can be seen that the significance value is 0.001 < 0.05, which means the hypothesis is accepted. This illustrates that learning agility has a significant effect on collaborative behavior. So it can be explained that H1 states that learning agility has a positive effect on collaborative behavior. The effective contribution of the learning agility variable to collaboration behaviour variable is 53%.

Investigation on the Effect of Work Flexibility Policy on Job Satisfaction and Performance of Millennial Generation Employees in Start-UP Companies in DKI Jakarta

This study aims to determine the effect of job flexibility policies on job satisfaction and millennial generation employee performance in start-up companies in DKI Jakarta. This research uses a quantitative approach with survey methods. The population of the study, namely start-ups in DKI Jakarta, amounted to 1256. The sampling technique used is multistage random sampling. The determination of the final sample size to be used as respondents refers to the Generic Formula, and a total sample of 294 employees is obtained. The data analysis used is multiple regression analysis. The results of data analysis show that there is a positive and significant influence of work flexibility on the performance of millennial generation employees in start-up companies in DKI Jakarta by 62.6%. Affected by the positive and significant influence of job satisfaction on the performance of millennial generation employees in start-up companies in DKI Jakarta by 42.3%. There is a simultaneous influence (together) between the implementation of work flexibility and job satisfaction on the performance of millennial generation employees in start-up companies in DKI Jakarta by 62.6%.

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.

Startegi Peningkatan Kinerja Karyawan Melalui Komitmen Karyawan Yang Dipengaruhi Oleh Work Life Balance Dan Flexible Working

The Covid-19 pandemic has changed all existing business processes, work no longer has to be bound by time and space. A more flexible way of working is the dream of employees, especially those of the millennial generation. Implementing flexible working is one of the opportunities to increase employee loyalty through employee commitment. Apart from that, many millennial generation employees want balance in life or what is known as work life balance. It is hoped that flexible working and work life balance will foster high work commitment and ultimately encourage employee performance to improve. Based on the hypotheses proposed, all hypotheses are proven and show that employee commitment is able to act as a mediator that strengthens the influence between work life balance and flexible working and employee performance. This research was conducted at the company PT. Alfaria Trijaya with a sample of all of whom are employees under 30 years of age from various departments.
 Keywords: Work Life Balance, Flexible Working, Employee Commitment, Employee Performance