Millennial Workers Research Articles

Is job crafting beneficial for millennial employees? A moderated mediation model of affective organizational commitment, turnover intention and entrepreneurial leadership

PurposeThis paper presents a moderated mediation model of job crafting and turnover intention grounded in the affective events theory. It examines the mediating role of affective organisational commitment (AOC) and the moderating effect of entrepreneurial leadership (EL) on the link between millennials’ job crafting, AOC and, subsequently, turnover intention.Design/methodology/approachA sample of 352 millennials was analysed using structural equation modelling (SEM) and SPSS.FindingsAOC mediated the relationship between two job crafting dimensions – increasing structural job resources and challenging job demands – and turnover intention among millennial workers. Moreover, EL enhances the relationship between these dimensions and AOC.Originality/valueThis paper offers insights into millennials’ work behaviour, highlighting the role of AOC in retention and the significance of EL in strengthening millennials’ emotional commitment, especially from those working in an SME context.

Race, inclusion, and equity: do ESOP jobs deliver for Black workers?

ABSTRACT This paper investigates whether ESOPs closed the wage gap and provided better benefits for millennial workers during the COVID-19 pandemic. The four factors that will be the focus are wages, non-wage benefits, COVID-19 outcomes, and risk of catching COVID-19. The sample size of this study is 4,417, and logit regressions were used to analyse data from Round 20 of the National Longitudinal Study of Youth, collected in 2021. The study found that ESOP jobs provide higher wages and more non-wage benefits than non-ESOP jobs. ESOP workers were less likely to experience a work stoppage during the COVID-19 pandemic. There were no significant differences in the risk of catching COVID-19. Scholarship focuses on ESOPs’ ability to close the wealth gap between Black and White workers. While ESOPs do provide better wages than non- ESOP jobs, there is a large disparity between the wages of Black and White ESOP workers.

The Challenge of Work-Life Balance of Millennial Workers in Leisure Activity to Create Sustainable Environment Design of Urban Park in Bandung, Indonesia

The Challenge of Work-Life Balance of Millennial Workers in Leisure Activity to Create Sustainable Environment Design of Urban Park in Bandung, Indonesia

Implementation of a hybrid working system: Can it increase millennial workers’ commitment in greater Jakarta?

BACKGROUND: The study focuses on millennials employees, who are projected to comprise over 75% of the global workforce in the coming decade. Previous studies indicate that millennials, exhibit lower levels of commitment compared to prior generations. Thus, it is important to analyse the effect of a hybrid working system on enhancing the commitment of millennial workers. OBJECTIVE: This study discusses the impact of implementing hybrid work arrangements on organizational commitment through task autonomy, job satisfaction, work-life balance, subjective well-being, and the availability of information technology tools. METHODS: A judgmental sampling with convenience technique has been employed to reach the targeted respondents. A total of 495 responses were collected for statistical analysis facilitated by the partial least squares structural equation modelling (PLS-SEM) approach. RESULTS: The hybrid working system can encourage millennial commitment if the impact of job satisfaction is seen as significant mediating variables. Although the implementation of the hybrid working system can increase task autonomy, when task autonomy is a mediating variable, it can reduce organizational commitment. However, further investigation isrequired. CONCLUSIONS: The hybrid working system can effectively boost organizational commitment among millennial workers, particularly when job satisfaction is high, as it serves as a critical full mediating variable.

The Influence of Altruism and Work Engagement on Millennial Worker Job Satisfaction

Background: The millennial generation has the characteristic that they do not feel tied to their work. The lack of work engagement of the millennial generation can cause them to be less satisfied with their jobs. Meanwhile, employee job satisfaction is important for every company because it can have an impact on individual and organizational performance. Objective: This research aims to determine the influence of altruism and work engagement on job satisfaction of the millennial generation. Method: Respondents were 100 millennial workers born between 1981 and 1996. The research instrument is an online questionnaire using a Likert scale with five answer choices. Partial Least Square Structural Equation Modeling was chosen as the data analysis method. Results: Altruism and work engagement each have a significant positive effect on job satisfaction. Conclusion: This research contributes to efforts to increase job satisfaction of the millennial generation through factors such as altruism and work engagement. Further research can be limited to certain industries or sectors to see the consistency of research results.AbstrakLatar Belakang: Generasi milenial memiliki karakteristik yaitu tidak merasa terikat dengan pekerjaanya. Kurangnya keterikatan kerja dari generasi milenial dapat menyebabkan mereka kurang puas dengan pekerjaanya. Sementara itu kepuasan kerja karyawan penting untuk dimiliki setiap perusahaan karena dapat berdampak terhadap kinerja individu maupun organisasi. Tujuan: Penelitian ini bertujuan guna mengetahui pengaruh altruism dan work engagement terhadap kepuasan kerja generasi milenial. Metode: Responden ialah 100 pekerja milenial yang lahir antara tahun 1981 sampai 1996. Metode pengambilan sampel dipilih secara convenience sampling dan termasuk ke dalam kategori non probability sampling. Data diperoleh melalui googleform dengan yang disebar melalui whatsapp, linkedin, dan facebook. PLS SEM dipilih sebagai metode analisis data. Hasil: Altruism dan work engagement masing-masing berpengaruh positif signifikan terhadap kepuasan kerja. Kesimpulan: Penelitian ini berkontribusi bagi upaya meningkatkan kepuasan kerja generasi milenial melalui faktor-faktor seperti altruism dan work engagement. Penelitian selanjutnya dapat dibatasi pada industri atau sektor tertentu guna melihat konsistensi hasil penelitian.

The Impact of Learning Agility on Work Engagement is Mediated by Psychological Empowerment and Resilience in Millennial Workers

Millennial workers have the characteristic of not feeling tied to their work and this can have an impact on the organizations/companies that employ them. This research aims to determine the magnitude of the influence that learning agility has on work engagement through the mediation of psychological empowerment and resilience. This research uses a quantitative causality design. The respondents were 100 millennial workers born between 1981 and 1996. Sampling was carried out using convenience sampling. Data collection was carried out via Google form which was distributed to the worker community via social media Facebook, Linkedin and Whatsapp. The results of this research found that learning agility has no direct effect on work engagement of millennial workers. Psychological empowerment and mediating resilience are some of the effects of learning agility on work engagement. This research contributes to efforts to increase work engagement in millennial generation workers through factors such as learning agility, psychological empowerment and resilience.

MAXIMIZING MILLENNIAL JOB SATISFACTION: THE KEY ROLES OF MEANINGFUL WORK AND RESILIENCE

The millennial generation has different characteristics from previous generations. It is important for organizations to know the characteristics of millennials because they can bring advantages and disadvantages to the organization. This research aims to determine the magnitude of the influence of learning agility, meaningful work, and resilience on job satisfaction of the millennial generation. A quantitative causality design was applied in this research. Respondents were 100 millennial workers in Indonesia. Research data was taken via Google Form via Facebook, WhatsApp and Linked-in. Data analysis was carried out using the PLS SEM method. The research results show that learning agility has no effect on millennial job satisfaction. Meaningful work has a significant positive effect on millennial job satisfaction. Resilience has a significant positive effect on millennial job satisfaction. Future research can limit respondents to one sector, such as private and public. Future researchers can use the mediation of meaningful work and resilience on the influence of learning agility on job satisfaction. This research contributes to efforts to increase job satisfaction of the millennial generation through learning agility, meaningful work and resilience.

The significance and challenges of turnover and retention of millennial professionals

PurposeThis paper aims to provide readers with a comprehensive overview of the current state of the millennial literature, highlighting the significance and challenges of millennial professionals, their reported high turnover and the various recommendations designed to engage and retain them.Design/methodology/approachAn integrated review approach was applied to synthesise contemporary peer-reviewed articles, supplemented by legacy and grey literature and relevant book chapters, to comprehensively explore and construct a cohesive overview of the current research on the millennial workforce.FindingsWithin the wealth of available information, examining the various studies on millennial turnover reveals diverse theories, evidence and opportunities for advancement, underscoring the necessity for more robust empirical studies. The investigation identified three overarching retention strategy themes: (1) intergenerational conflict management, (2) workplace adaptations and (3) solutions rooted in a protean career orientation. In alignment with protean career concepts, coaching shows promise as an underexplored option.Practical implicationsThis article holds practical significance by offering researchers a comprehensive and cohesive overview of the millennial literature. Additionally, it gives organisations a novel perspective on the crucial role coaching can play in engaging and retaining millennial employees.Originality/valueThe increased focus on retaining millennial workers in recent decades has spurred a proliferation of articles and books on this subject. However, this body of research remains fragmented, lacking an overview that provides a clear picture of its current state. This review aims to bridge this gap.

The Influence of Quality Work of Life, Workload, Work Stress, Lifestyle and Environment on the Productivity of the Millennial Workforce in Mataram City

The aim of this research is to determine the influence of Quality Work Odf Life, Work Load, Work Stress, Lifestyle and Environment on the productivity of the millennial workforce in the city of Mataram. The population in this study was millennial work force in the city of Mataram using a sample of 97 respondents. The data collection method used in this research used snowball sampling. And the data collection technique used is through questionnaires and literature study. The analysis technique used uses a Likert scale and SPSS23, using multiple linear regression analysis methods, coefficient of determination test (R2), t test and simultaneous regression coefficient significance test (f test). The results of this research show that the Quality Work Of Life variable, Work Stress Workload, Lifestyle and Environment on the productivity of the millennial workforce in the city of Mataram, the R2 value is 0.28, which means the Quality Work Of Life variable Work Stress Workload, Lifestyle and Environment as a whole together they influence the work productivity variable by 20.8%. Meanwhile, the remaining 79.2% was influenced by variables outside this research.

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.

Pengaruh Kepuasan Kerja, Resiliensi, Work Engagement Terhadap Komitmen Afektif Pekerja Milenial

The millennial generation is less attached to work and tends to want to leave work. This research aims to determine the effect of job satisfaction, resilience, work experience on affective commitment. Research was conducted on 100 millennial workers in Indonesia. Sampling was carried out using convenience sampling. The data analysis method was carried out using PLS SEM. Data collection was carried out via Google form via various social media. The research results show that job satisfaction, resilience, and work engagement each have a positive effect on the affective commitment of millennial workers. Future research could also be limited to worker status and organization type. This research contributes to increasing affective commitment through factors such as job satisfaction, resilience and work engagement among millennial workers in Indonesia.

The Influence of Job Satisfaction on Organizational Citizenship Behavior through Mediating Resilience in Millennial Workers

Organizational citizenship behavior (OCB) is one of the important aspects that the millennial generation needs to have because it is related to organizational effectiveness. This research is aimed at finding out the magnitude of the influence that job satisfaction has on OCB through the mediation of resilience. Respondents were 100 millennial workers in Indonesia where the sample was selected using convenience sampling. This research is quantitative cause and effect using the PLS SEM data analysis method. Data collection was carried out using a Google form which was distributed via various social media such as WhatsApp, LinkedIn and Facebook. The research results found that job satisfaction had a significant positive effect on resilience. Resilience also has a significant positive effect on OCB. Job satisfaction has no direct effect on OCB. Resilience fully mediates the effect of job satisfaction on OCB. This research contributes to increasing OCB through increasing job satisfaction and resilience in millennial workers in Indonesia.

The Influence Of Affective Commitment And Psychological Empowerment On Turnover Intention Of Millennial Workers

Turnover Intention needs attention because it can have a negative impact on an organization. This research aims to determine the magnitude of the impact that affective commitment and psychological empowerment have on millennial worker turnover. The respondents were 100 millennial workers. Sampling was carried out using convenience sampling. Data analysis process with SEM PLS. The research results found that affective commitment has a negative effect on turnover of millennial workers. Interestingly, psychological empowerment actually has a positive effect on turnover among millennial workers. Future researchers can use moderating variables on the influence of psychological empowerment on turnover intention. This research contributes to efforts to reduce turnover of millennial workers through affective commitment and psychological empowerment.

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

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.

Sex, physical activity, obesity, and hypercholesterolemia in millennial workers of X Corp, Jakarta, Indonesia, in 2023

Purpose: This study aims to analyze the relationship between sex and sedentary behavior and obesity and its impact on hypercholesterolemia in millennial generation workers at X Corp., Jakarta, Indonesia, in 2023.
 Methods: This research is an observational analytic study conducted on 269 millennial workers at X Corp. The data collection used was the results of X Corp’s worker's medical check-ups. Data processing using the Chi-square test to see whether there’s a linkage between the research variables.
 Results: From the tables, there is a correlation found between sex and obesity (p=0.001); there is no correlation found between physical activity (p=0.105) and smoking behavior (p=1.000). There is a correlation between obesity and hypercholesterolemia (p=0.004) in millennial workers at X Corp.
 Conclusions: Unhealthy life behaviors can be a risk factor for health problems, including degenerative diseases, as millennial workers get older. Male workers are more at risk of being obese and having an impact on the emergence of hypercholesterolemia and the risk of diabetes mellitus if a healthy lifestyle is continuously neglected. It is suggested that the application of occupational health promotion at X Corp., Jakarta, Indonesia, can be further optimized.

The Role of Employee Engagement among Millennial Workers on Job Satisfaction and Its Influence on Organizational Commitment: A Study of Manufacturing Companies in Ambon, Indonesia

Job satisfaction is a key element in creating a productive and motivating work environment. Satisfied employees tend to be more productive, creative, and loyal to their company. However, employee engagement, which includes employees' feelings that they have an important role in the organization, is also an important factor in achieving job satisfaction. Therefore, exploring the relationship between employee engagement, job satisfaction, and organizational commitment in manufacturing companies in Ambon is a very relevant research focus. This study is research with a quantitative approach. This study uses primary data obtained from a survey process using a questionnaire, where the survey process was carried out online. The independent variable in this study is organizational commitment (Y). The dependent variables in this study are job satisfaction (X1), work characteristics (X2), organizational commitment (X3), turnover intentions (X4). There is a significant relationship between job satisfaction and employee engagement. There is a significant relationship between work characteristics and employee engagement. There is no significant relationship between employee involvement and turnover intentions. There is a significant relationship between employee involvement and organizational commitment.

Literature study of millennial leadership concepts to find new perspectives on leadership styles

The leadership style was born driven by the assumption that the previous leadership style is no longer relevant if applied to today's millennial generation. This research is the first step to discovering millennial leadership styles that are difficult to find in previous literature. This study will use the literature review methodology to identify a range of theories that are pertinent to the issue under study. Data obtained from the Proquest and Google Scholar databases. The keywords leadership, leadership, leadership style, and millennial worker are used. We'll take the relevant article and analyze it, the article written between 2010–2022. This study find indicators of millennial leadership style based on the needs and characteristics of the millennial generation. There are eighteen indicators of millennial leadership style based on studies.

Analisis Pengaruh Determinan Knowladge dan Level of Education Perbankan Syari’ah terhadap Interest in Saving Pada Bank Muamalat Medan

This study will examine the effect of the Determinants of Islamic Banking Knowledge and Education Level on Interest in Saving at Bank Muamalat Medan Branch Office. The type of research used in this case is quantitative research. The data in this study are primary data in the form of questionnaires which have been distributed to 100 millennial workers. Sample The method used is purposive sampling technique. Hypothesis testing was carried out using SPSS 20.0 for windows by testing the independent variables, namely the Determinants of Knowledge and Level of Education and the dependent variable, namely Interest in Saving. The results of this study indicate that the determinants of knowledge and education level simultaneously have a significant effect on the intention to save. For the partial test, Determinant Knowledge has a positive and significant effect on Saving Interest. The level of education has a positive and significant effect on the interest in saving.

Gender wage gap

PurposeThis paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.Design/methodology/approachThis briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.FindingsA study of the gender wage gap among a sample of 2,144 millennial workers in Colombia, in South America, found that women face gender equality and a glass ceiling. The adjusted gender wage gap is 9.5% and the gap increases to nearly 14% among college-educated workersOriginality/valueThe briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.