Millennial Generation Employees Research Articles

PEMILIHAN KARIR PADA PEGAWAI GENERASI MILLENIAL (STUDI KASUS : PEGAWAI PT XYZ)

PT XYZ is a company engaged in the field of production and services that has Human Resources spread throughout Indonesia. In this study, the object of observation is the employee in the East Java Unit which has a total of 2,300 personnel with the composition of the Millennial Generation (born 1981-1994) of 51% as the dominating number of employees in PT XYZ. The results of an interest survey conducted on 698 structural employees at the Basic Supervisor level (managerial type career) at PT XYZ East Java Unit, showed that 25% or 171 employees of the millennial generation chose functional careers (type of expertise). This phenomenon is then explored further in the research objectives, namely what factors influence career selection in millennial generation employees. This research is a qualitative research that uses the interview method. The result is that there are two factors that influence career choice, namely responsibility and type of work.
 
 Keywords : Millenials, Careers, Qualitative

MILLENNIALS’ INTENTION TO STAY: THE ROLE OF PERSON-ORGANIZATION FIT AND JOB SATISFACTION

The tendency of low Intention to stay among millennial generation employees is an essential concern for an organization. The difference in characteristics from the previous generation is a factor that can be considered. The suitability of individual values and values applied in the organization (P-O Fit) can be a way for organizations to retain and attract millennial generation employees. The primary purpose of this research is to analyze Person-Organization Fit (P-O Fit) and its influence on the intention to stay of millennial employees. Moreover, this study investigates the role of job satisfaction in mediating the relationship between P-O Fit and Intention to stay. Data were collected from 151 millennial employees working in Regional Government Bank located within Bandung. The hypothesized relationships were tested and analyzed using hierarchical regression analysis. The results showed that P-O Fit has a positive and significant effect on intention to stay. Moreover, job satisfaction mediates the relationship between P-O Fit and intention to stay.

The Effect of Job Resources on Employee Engagament with Workplace Spirituality and Professional Identity as Mediation for Millennial Generation Employees of PT. Bank Muamalat Wes Jakarta Region

A well functioning organization is the output of healthy human resources, committed and always motivated which can also be called employee engagement. This study aims to prove the existence of direct and indirect impact between job resources and employee engagement. Quantitative research that uses premier data through questionnaries with a sample of 96 respondents with saturated sampling technique and analysis method using SEM-Pls. The results of this study indicate that job resources have no effect on employee engagement, job resources have a positive effect on workplace spirituality, workplace spirituality has no effect on employee engagement, job resources have positive effect on professional identity, professional identity have a positive effect on employee engagement, workplace spirituality is unable to mediate between job resources and employee engagement, and professional identity plays a mediating role between job resources and employee engagement.

Cyberloafing: Minimalizing Work Stress on Millennial Generations Employee

In the era of industry 4.0, technological changes are accelerating rapidly. Internet technology provides many conveniences for employees to deal with their duties. The use of the internet that has become a characteristic of individuals, especially employees, has a negative or positive impact. This study aims to determine the factors that cause cyberloafing behavior in millennial employees, how the impact of cyberloafing behavior, what kind of work stress experienced by millennials and how cyberloafing behavior can minimize work stress in millennial generations. The research method applied is descriptive method with a qualitative approach. The data collection technique used is by conducting interviews with 2 millennial generation employees and 1 leader. The interview technique is done in semi-structured technique and list of questions are prepared for the interview which are developed based on the relevant literature. After the data is obtained, the presentation and data reduction are carried out, then conclusion is drawn. The result of this study indicates that cyberloafing behavior in millennial generation employees is an activity carried out by millennial generation employees to minimize work stress occurred during working hours in the company environment. This means that cyberloafing behavior among millennial generation employees is considered an activity that can refresh brain performance. This behavior is carried out to reduce or minimize the stress experienced such as entertainment when stressed, refreshing the brain from stress and boredom because they have to work continuously.

PENGARUH KEPEMIMPINAN TRANSFORMASIONAL, DESAIN PEKERJAAN DAN PENGEMBANGAN KARIR TERHADAP KEPUASAN KERJA DIMODERASI OLEH TEKNOLOGI PADA GENERASI MILENIAL DI INDUSTRI PENDIDIKAN

The quantity of millennial generation is increasing every year, including the working millennial generation. At work, millennial generation satisfaction is still lower than the generation above. Job satisfaction is an important aspect that companies need to evaluate because it will affect employee performance, which ultimately leads to employee loyal ty or turn over. According to Robbins & Judge (2017) and Armstrong (2014), factors that affect job satisfaction are leadership, job design, career development, coworkers, and work environment (one of which is technology).The purpose of this study was to analyze the influence of transformational leadership, job design, and career development on job satisfaction of millennial generation employees with technology moderation. This research was conducted by distributing gform questionnaires to 205 respondents from the millennial generation in the education industry, in Jakarta. The results of this study explain that the variables of transformational leadership, job design, career development and technology can affect job satisfaction by 80%, the rest is influenced by other factors.The variables of transformational leadership, job design, career development and technology have a significant positive effect on job satisfaction variables. Meanwhile, the technology variable as a moderating variable does not have a significant effect in moderating exogenous variables against endogenous variables.

The effect of green human resource management (GHRM) practices on turnover intention

This study examines and analyzes the relationship between Green Human Resource Management (GHRM) practices, such as Green Recruitment, Green Training on Turnover Intention mediated by the Work Environment. The sample is 90 employees of the Millennial generation of State-Owned Enterprises, namely PT. Angkasa Pura I (Persero) Adi Soemarmo International Airport Surakarta branch. While the data analysis uses the Structural Equation Model (SEM) with Partial Least Square (PLS). The results show that; (1) There is a negative effect between Green Recruitment on turnover intention, (2) there is a negative effect between Green Training on Turnover Intention, (3) there is a negative effect between the Work Environment on Turnover Intention, (4) there is a significant effect between Green Recruitment on Turnover Intention mediated by Work Environment variables, (5) there is a significant effect between Green Training on Turnover Intention mediated by Work Environment variables in Millennial generation employees of PT. Angkasa Pura I (Persero) Adi Soemarmo International Airport Surakarta branch.

The Impact Work-Life Balance toward Job Satisfaction and Employee Retention: Study of Millennial Employees in Bandung City, Indonesia.

Millennial generation employees are employees who value flexibility in their work. Therefore, work-life balance is one of the factors that can affect the attitude of millennial employees in the company. Job satisfaction is an employee's perspective on his work to see how far the company has met employee expectations. A work-life balance makes employees feel job satisfaction because they can work well while in the office; therefore they do not need to be burdened with problems outside of work. In addition, good quality of work-life balance will increase employee retention so that the company can avoid problems related to employee retention. This research aimed to explore the effect of work-life balance on job satisfaction and employee retention of the millennial generation employees in the city of Bandung, Indonesia. The sample used in this study was 196 employees from various fields of work. Analysis of data used simple linear regression, by testing the quality of the data through validity and reliability test. Study results found that there was an effect of work-life balance on job satisfaction as much as 8.3%, and there was an effect of work-life balance on employee retention of 4.4%. One of the managerial implications of the research results that can be implemented is organization should provide a good work environment and facilities to increase the motivation of the employees.

The Role of Leadership and Organizational Culture Toward The Engagement of Millenial Employees Through Job Satisfaction at Pt Mory Industries Indonesia

This study aims to determine the effect of leadership roles and organizational culture on millennial generation employee engagement simultaneously, determine the influence of leadership roles on millennial generation employee engagement partially, determine the influence of organizational culture on millennial generation employee engagement partially, determine the effect of job satisfaction on employee engagement millennial generation partially, knowing the influence of leadership roles on millennial generation employee engagement through job satisfaction variables, knowing the influence of organizational culture on millennial generation employee engagement through job satisfaction variables. The research was conducted at Pt Mory Industries Indonesia. The sampling technique used a random sample involving 58 millennial generation employees. Data analysis using path analysis. Based on the results of data analysis, it shows that the role of leadership and organizational culture affect millennial generation employee engagement simultaneously. The leadership role variable partially affects millennial generation employee engagement. The organizational culture variable partially affects the millennial generation employee engagement. The job satisfaction variable partially affects the millennial generation employee engagement. The influence of the leadership role on millennial generation employee engagement through job satisfaction is greater than the direct effect, so it can be said that job satisfaction is an intervening variable. The influence of organizational culture on millennial generation employee engagement through job satisfaction is smaller than the indirect effect, so it can be said that job satisfaction is an intervening variable

Influence of Career Development and Work Environment on The Turnover Intention of Employee Millennial Who Lives in RW 10, Depok Village, Depok City

ABSTRACT
 This research is a quantitative study that aims to determine whether there is an influence of career development and work environment on the desire of millennial generation employees who live in RW 10, Pancoran Mas District, Depok Village, Depok City to leave the company where they are currently working. This study used 75 respondents from 108 residents aged 21-40 who lives in RW 10, Pancoran Mas District, Depok City. The hypothesis in this study is to determine the effect partially and simultaneously so that the test uses the T test and F test with the help of the SPSS version 25 statistical program. The results of the test are (1) There is a negative and significant effect of giving career development for millennial generation RW 10 employees on the desire to leaving the company, (2) there is a positive and significant influence on the work environment of RW 10 millennial employees on the desire to leave the company, (3) there is a significant influence on career development and the work environment affecting the desire of millennial generation employees to leave the company.
 
 Keywords : Career Development, Work Environment and Turnover Intention

PENGARUH PEMBERDAYAAN KARYAWAN, DUKUNGAN ORGANISASI DAN KOMPENSASI TERHADAP KOMITMEN ORGANISASIONAL(Studi Pada Karyawan Generasi Milenial di Solo Raya)

ABSTRACT The purpose of this study was to examine and analyze the effect of employee empowerment, organizational support and compensation on organizational commitment to millennial employees in Solo Raya. The sample in this study was 194 millennial generation employees. Sampling in this study used a non-probability sampling design with purposive sampling method. Hypothesis testing in this study uses multiple linear regression. The results of this study indicate that employee empowerment, organizational support and compensation have a positive and significant effect on organizational commitment. Keywords: employee empowerment, organizational support, compensation, organizational commitment.

Perceived Organizational Support, OCB and Creative Behaviour among Millennial Generation Start-up Employees

Millennial generation employees were expected to have the ability to create and innovate. This ability will lead to creative behaviour particularly when companies support employee welfare which was strengthened by organizational citizenship behaviour (OCB). The purpose of this study was to investigate the relationship between organizational citizenship behaviour as a mediator of perceived organizational support (POS) for creative behaviour. The number of research participants was 157 millennial generation employees from Indonesian start-up companies. Data were collected using the creative behaviour scale (α = 0.887), the POS scale (α = 0.945), and the OCB scale (α = 0.951). The results of the study based on the path analysis method showed that the indirect effect had a coefficient of 0.339 (p <0.05), which means that there was a positive relationship between POS and creative behaviour through OCB. The positive sign on the correlation coefficient showed the direction of a positive relationship, which means that the higher the POS employees have, the higher the employee's creative behaviour through OCB. OCB as a mediator contributed 46.4% to POS towards creative behaviour. Keywords: millennial generation, organizational citizenship behaviour, perceived organizational support, creative behaviour

Pengaruh servant leadership terhadap quality of work life pada karyawan generasi milenial

Indonesia is entering a demographic surplus era where millennial generation employees occupy most of the existing work opportunities. When the organization pays attention to and fulfills the needs of millennial generation employees, this arguably will prosper the employees so that their quality of work life can be realized. Organizational support provided by leaders who try to prioritize common interests over personal interests or servant leadership is one of the things that creates employees’ welfare because the employees’ needs are met. The purpose of this study was to determine the effect of servant leadership on the quality of work life of millennial generation employees. This study used quantitative methods with the sampling technique employed is using total sampling with the number of subjects in this are 96 people at BUMN X in West Nusa Tenggara. The data collection method used the servant leadership scale of 18 items and the quality of work life scale of 34 items. Data analysis used the simple linear regression technique. The results showed that there was a significant positive effect of servant leadership on the quality of work life. Servant leadership has an effect of 48.6% on the quality of work life for millennial generation employees (F = 88.893, p = 0.000, = 0.486).

Model Of Correlation Of Work Motivation and Organizational Commitment Through Workplace Spirituality and Servant Leadership

This study aims to determine the effect of Servant Leadership on Organizational Commitment through Workplace Spirituality and Work Motivation. The independent variable consists of Servant Leadership, the dependent variable is Organizational Commitment and the intervening variables are Workplace Spirituality and Work Motivation. This research was conducted on millennial-generation employees who worked for more than one year within Tangerang area. The samples used were 160 respondents with purposive sampling technique. This type of research is causal associative in nature and the method used in this research is Path Analysis. The results of this study indicate that Servant Leadership has positive and significant effect on Workplace Spirituality and Work Motivation. Workplace Spirituality and Work Motivation have a positive and significant effect on Organizational Commitment, while Servant Leadership does not have a positive and significant effect on Organizational Commitment. Workplace Spirituality and Work Motivation have successfully become the Intervening variables for Servant Leadership.

Analysis on the effect of work-life balance and career development on turnover intention for millennial generations

Millennial generation has unique and different characteristics, become significant human resources which expected to be able to change the condition of an organization to be more productive. Millennial generation employees are more concerned on the aspects of work life balance and self-actualization, such as opportunities to develop their career at work. The fulfillment of work life balance and career development aspects provide the employee of millennial generation last longer within their current jobs and reduce their intention to change an occupation. This research aims to examine various previous literatures study that analyzes about the effect of work life balance and career development on turnover intention of millennial generation. The analysis of this research was done by literature study method that collects previous findings related to the effect of work life balance and career development on turnover intention. The results of the literature review indicated that there is a negative influence on work life balance and career development on turnover intention of the millennial generation of changing their job. It can be concluded that Millennial generation employees are realistic on the fact that they have to move up through the corporate ladder to achieve their career aspirations and more likely to take an active role in their career planning and execution. JEL Classification: O150, P470, J540.

The millennials: Adversity intelligence and work engagement

The industrial world is transforming towards the era of revolution 4.0 and society 5.0. In this era, digital technology is applied and becomes the center of human life. Demand that the millennial generation who currently dominates the job market in Indonesia have adversity intelligence so that they can be more engaged in their work and have a positive impact on company performance and development. This study aims to determine the relationship between adversity intelligence and work engagement in the millennial generation. Subjects in this study were 214 employees, aged 20-39 years who live in Yogyakarta and have worked at least one year. The data collection method in this study uses a Likert scale model. Data were collected using the Work Engagement Scale and the Adversity Intelligence Scale, by sending the scale via Google Form to respondents. The data analysis technique used is the product-moment correlation from Karl Pearson. Based on the data analysis, the correlation coefficient (R) was obtained for 0.820 (p &lt;0.01). These results indicate that there is a very significant positive relationship between adversity intelligence and work engagement among millennial employees living in Yogyakarta. This study provides an overview of the level of work engagement and adversity intelligence for millennial generation employees, so as to increase the work engagement of millennial generation employees by increasing their adversity intelligence.

Hubungan Person Job-Fit dengan Keterlibatan Kerja pada Karyawan Generasi Milenials di Perusahaan X

Work Engagement is one of the interesting topics to be discussed, especially in the world of work. Some previous studies show less specific results related to work engagement, especially the work engagement of millennial generation. Job satisfaction and work motivation are one of the factors that influence job engagement. These factors are actually discussed in Person Job Fit, which discusses the suitability of the character of the job with individual competencies. The purpose of this study is to provide insight into the important person job fit in increasing work engagement in millennial generation employees. This study uses correlational quantitative research methods to see the relationship between the two variables and uses questionnaires as a data collection tool. This study succeeded in gathering data of 157 respondents from company X which is engaged in housing. The results of this study indicate a significant relationship between work engagement with Person Job Fit (ρ: 0.534). If viewed from the dimension of person job-fit, the dimensions of vigor and dedication have a positive relationship with work engagement, while the absorption dimension does not have a relationship with work engagement.

Effectiveness of E-Training, E-Leadership, and Work Life Balance on Employee Performance during COVID-19

This study aims to add insight into the effectiveness of e-training, e-leadership, work-life balance, and work motivation on millennial generation employees' performance in today's work life amid the outbreak of the COVID-19 pandemic that requires to work more online. Unlike previous generations, millennials are technology-literate, intent on succeeding quickly, give up easily, and seek instantaneous gratification. The population in this study are millennial generation employees at one of Honda motorcycle dealers in Jakarta, Indonesia. The number of samples collected was 200. The sampling technique used is the side probability method, with proportional random sampling technique. The research method used is an associative quantitative approach through survey methods and Structural Equation Modeling. Data were collected through questionnaires distributed to millennial generation employees, with results then processed through the Lisrel 8.5 program. The results of this study show, first, that e-training, e-leadership, and work-life balance have positive effect on work motivation. Second, e-training, e-leadership, work-life balance, and work motivation have positive effect on employees' performance. The findings indicate that companies must pay attention to the factors of e-training, e-leadership, and work-life balance to keep employees motivated and to maintain optimal employee performance, especially during the COVID-19 pandemic through working online.

Organizational identification perceptions and millennials' creativity: testing the mediating role of work engagement and the moderating role of work values

PurposeMillennial-generation employees need to stimulate their creativity to produce innovative ideas, services and products for organizations to flourish and succeed. The main purpose of this research was to discover the mechanism through which organization identification influences employees' creativity in the Chinese organizational context. Particularly, we proposed the mediating role of work engagement and the moderating role of work values in the relationship.Design/methodology/approachA questionnaire survey was utilized to collect the data from 281 employees working in China. Hierarchical regression was utilized to analyze the data.FindingsThe findings reveal that organizational identification significantly influences the creativity of millennial employees; work engagement plays a positive mediating role between organizational identification and employee creativity. Moreover, work values of millennial generation employees, specifically utilitarian orientation, intrinsic preferences, interpersonal harmony and innovation orientation have a positive moderating effect between work engagement and employee creativity.Originality/valueThis study recognizes and analyzes the mechanism underlying the influence of organizational identification and recommends that work engagement is a crucial mediator of the complicated relationship between organizational identification and employee creativity. Consequently, this study is the key effort for millennial employees’ work values and engagement to explore employee creativity in Chinese cultural context and also suggests important theoretical and practical implications.

The Effect of Training and Job Satisfaction on Employee Engagement and Performance of Millennial Generation Employees of PT Midi Utama Indonesia Tbk in Makassar

This study aims to determine the effect of training, job satisfaction and employee engagement on millennial generation performance at PT Midi Utama Indonesia in Makassar. Training and job satisfaction act as independent variables, performance as the dependent variable and employee engagement as an intervening variable. This research is a quantitative study using path analysis. Subjects in this study were 52 store employees of Alfa Midi. The data in this study were obtained by questionnaire and then processed using SPSS. The results showed that training had no significant effect on employee engagement, job satisfaction had a significant effect on employee engagement, employee engagement had a significant effect on performance, training had no significant effect on performance, job satisfaction had no effect on performance, training had no significant effect on employee performance through variables employee engagement, and job satisfaction significantly influence employee performance through employee engagement variables.

THE IMPORTANCE OF WORK-LIFE BALANCE ON EMPLOYEE PERFORMANCE MILLENNIAL GENERATION IN INDONESIA

Work-life balance is a crucial issue for every employee in government and private institutions today, especially in Indonesia. This is because there will be a decrease in employee productivity and performance if an organization does not think about the work balance of employees properly and is not managed properly. The fact is, that at present the workforce places more emphasis on work-life balance rather than on income alone where the company is currently filled more by the millennial generation who are happy about the flexibility of work and are very close to technology. The purpose of this study is to look at various theories regarding the effect of the influence of work-life balance on employee performance. The final goal of this paper is to collect various theories to be used in developing work-life balance strategies to improve the welfare of organizations and individual workers. This study uses a qualitative method in a systematic review. The findings show that work-life balance affects the performance of millennial generation employees. An important implication for behavioral science research that arises from this research is that to achieve high company and employee performance, the company must provide a work-life balance policy for its employees so that employees can be motivated and commit to working optimally in the company.