Millennial Workers Research Articles

Workplace spirituality and innovative work behavior: the role of employee flourishing and workplace satisfaction

PurposeThe purpose of this study is to explore the role of employee flourishing as a mechanism to explain the relationship between workplace spirituality and employees' innovative work behavior (IWB). Furthermore, this study investigates how the relationship between workplace spirituality and innovative behavior is moderated by employees' perceived workplace satisfaction.Design/methodology/approachBased on structural equation modeling and hierarchical regression analysis, we conducted a cross-sectional survey of 236 millennial workers in China's service and manufacturing industries.FindingsThe research findings confirmed that workplace spirituality positively predicted the innovative behavior of employees; furthermore, employee flourishing and workplace satisfaction mediated and moderated the relationship between workplace spirituality and employee innovation, respectively.Practical implicationsThis study's findings suggest that workplace spirituality unlocks employees' innovative behavior through a heightened sense of flourishing and enhanced sense of workplace satisfaction. Organizations are advised to foster a climate conducive of workplace spirituality by developing mutually aligned values. Moreover, organizations are advised to train leaders on workplace spirituality dimensions and foster workplace practices that facilitate self-reflection, job crafting and team building, as a means of broadening employees' emotional states and workplace satisfaction.Originality/valueFew studies have examined the mechanisms that shape employees' innovative behavior through workplace spirituality. This study fills several research gaps by extending the theoretical implications of workplace spirituality and employee flourishing, as demonstrated by the multi-faceted role these variables play in motivating employees' innovative behavior among Chinese millennials. Additionally, this study demonstrates that higher levels of workplace satisfaction contribute to higher levels of innovative behavior.

The Impact of Organizational Climate on Technostress and Job Satisfaction of Millennial Employee: Evidence from Indonesia


 
 
 The investigation regarding the impact of organizational climate and Technostress on the millennial employee as the most prominent cohort is still rarely found in the context of developing countries, especially in Indonesia. Thus, this research aimed to test the effect of organizational climate on job satisfaction and Technostress and further examine the impact of Technostress on the job satisfaction of millennial employees in Indonesia. A web-based survey of 100 millennial workers from diverse companies in Indonesia was conducted. The data was analyzed using Partial Least Squares - Structural Equation Modeling (PLS- SEM). The results imply that a good Organizational Climate improves millennial employees’ Job Satisfaction and reduces their Technostress; meanwhile, no significant effect was found on the relationship between Technostress and Job Satisfaction. The implication and conclusion are discussed further.
 
 

What Helps Me Cope With Work–Family Conflict at My High-Performance Work System in India: A Thematic Analysis of Sociocultural Factors

Executive Summary This study is located in the context of high-performance work systems (HPWS) in India. Extant literature indicates that the darker side of HPWS and work intensification impact employee lives and trigger work–family conflict (WFC) experiences. With the shift in organizational focus on employee well-being, it has become imperative to understand and unpack WFC experiences of employees in the Indian sociocultural context to design effective and contextual remedial mechanisms. Responding to this need, WFC experiences of employees in Indian HPWS contexts were closely examined in this study to unpack the role of prevalent sociocultural factors. Additionally, the study explored how employees coped with these life situations. Since organizations are now beginning to work towards enhancing the well-being of employees, this study offers insights into what coping mechanisms are deliberately or inadvertently in use to evaluate their effectiveness. Studying the nature of WFCs and coping mechanisms from a sociocultural lens, this study identifies and develops four major themes. Passive acceptance of WFC, unambiguous communication, emotional and instrumental support from family, informational support at work emerged as the four significant themes discussed at length in this article. Insights generated from the discussion of these themes point overarchingly towards the highly personalized and localized, individual-level approach prevalent amongst employees of HPWS in response to WFC episodes. The discussion and conclusion sections highlight the need for well-designed and mindful organizational interventions built upon an understanding of the sociocultural factors at work to effectively mitigate the employee stress generated by the HPWS environments. This work is especially relevant in an era of pandemic-related work models, millennial workers and work intensification due to the increased digitalization of workplace practices.

Motivasi Generasi Milenial dalam Beradaptasi dengan Budaya Kerja di PT. X

Millennial generation is the generation that lived between 1981 and 1994 ( Howe, N and Strauss, W, 2000). Discussions about this generation are interesting, especially in the world of work. This generation is described as a generation that brings a unique and renewable lifestyle, including the work culture. This study aims to examine how the motivation of the millennial generation in adapting to the work culture at PT. X, one of Badan Usaha Milik Negara (BUMN) in Indonesia. Theories and concepts involved in this research are Motivation and Work Culture. The method used is descriptive qualitative research method with data collection using in-depth interviews with seven main sources and one expert resource who has experience as an human resource practitioner in Badan Usaha Milik Negara (BUMN).The results obtained from this research are that millennial workers are trying to adapt to the work culture in their place of work. The motivation of the millennial generation to work, accordance with Kanfer's theory, they try to fulfill the Direction, Effort & Persistent in their work. Barriers found in adapting to work culture were overcome by leaders communicating top and down and eliminating communication gaps between superiors and subordinates. The value owned by PT. X is implemented to all workers, including the millennial generation. Expert resource interviewed in this study argue that the positive things about the millennial generation working in BUMN is they try to adapt to the work culture in BUMN and this generation also has high achievement oriented at work.

Predictors Affecting Millennial Generation Work Satisfaction in Pematangsiantar City: a Quantitative Approach

In running the company's operations, skilled and expert human resources are needed to run it to achieve its goals effectively and efficiently. Supporting the role of skilled and expert human resources, optimal job satisfaction is needed for employees to encourage increased performance. The aim of this study is to determine the predictors that affect the job satisfaction of millennial workers in Pematangsiantar City. This research instrument used a questionnaire distributed to 120 respondents who worked in companies and banks. Next, the researcher tested the hypothesis using Structural Equation Modeling (SEM) based on a variant called Partial Least Square (PLS) and the SmartPLS version 3.0 application as a tool to analyze it. The results of this study concluded that five hypotheses were accepted, and 1 hypothesis was rejected. The rejected hypothesis is that organizational justice has no significant effect on work satisfaction. Furthermore, significant results were obtained for the effect of organizational climate, organizational commitment, reward, and work environment on work satisfaction. Then, for the effect of work satisfaction on employee performance, significant results were obtained. For further research, the author recommends researchers develop variables that are suspected to be the main predictors to encourage job satisfaction and employee performance to provide complete recommendations regarding the development of human resource performance, especially for millennial workers. The novelty of this research is in measuring the level of satisfaction of millennial workers, considering that in 2030-2040 the Indonesia will get a substantial demographic bonus. The proposed model includes elements of organizational climate, organizational commitment, reward, organizational justice, and work environment to determine how much influence it has on the level of satisfaction and its impact on performance.

Reviewing the Human Capital Performance Stimulants of Private Employees in Indonesia: The Role of Job Satisfaction as a Mediator with a Quantitative Approach

The effectiveness of organizations and companies is correlated with human capital performance. Therefore, we require the use of human capital performance as a benchmark for organizations and companies to achieve the vision and mission together. Later, the benchmark will serve as a basis for policymaking on the future maintenance and improvement of human capital performance. This research aims to find out the stimulants that affect the human capital performance of private employees. The quantitative causality approach is used in this study to answer the formulation of research problems and research hypotheses. Next, the researcher tested the hypothesis using Structural Equation Modeling (SEM) based on a variant called Partial Least Square (PLS) and the SmartPLS version 3.0 application as a tool to analyze it. The results of this research conclude that six hypotheses that examine the direct effect of self-leadership, organizational justice, and work environment on work satisfaction obtain positive and significant results. Then self-leadership, teamwork management, and work satisfaction on human capital performance also obtained positive and significant results. In addition, the results of this research also confirm the positive and significant mediating effect of work satisfaction on the indirect impact of self-leadership, organizational justice, and work environment on human capital performance. For further research, the author recommends further researchers develop variables that are suspected to be the main predictors to encourage work satisfaction and human capital performance to provide complete recommendations regarding the development of human resource performance, especially for millennial workers. This study presents a research model related to human capital performance regarding self-leadership, teamwork management, and work satisfaction and the contribution of self-leadership, organizational justice, and work environment to work satisfaction.

Improving organizational commitment on millennial workers in startup business

This research investigates the effects of passion towards organizational commitment as a mediating role to career adaptability and engagement of millennial employees in startup companies. The convenience sampling method was used to collect data from 63 millennial employees of startup companies located in Jakarta, Bogor, Depok, Tangerang, and Bekasi by distributing questionnaires via Google Form. The data collected were then analyzed using path analysis and the results showed that passion has a direct and indirect effect on organizational commitment and employee engagement. Meanwhile, career adaptability does not affect partial meditation as an intervening variable. Conversely, passion positively and significantly affects career adaptability, employee engagement, and organizational commitment.

The Influence of Job Involvement and Transformational Leadership on the Performance of Millennial Employees

This study aims to see if job involvement and transformational leadership have a significant impact on millennial employee performance, both partially and simultaneously. The application may be different because the literature review by previous researchers hasn't yet established which idea models play a key role in influencing employee efficiency. This study is unique in that it is the first to look at the impact of job involvement and transformational leadership on the performance of millennial workers. Furthermore, using interaction theory as a knife of research, to measure the impact of job involvement and transformational leadership on millennial employee performance. The study was carried out at PT. Basirih Industrial. Using the survey criteria methodology, a total of 0 millennial workers (those born between 1980 and 1995) were included in the study. This study takes a quantitative approach to explanatory analysis. The data was gathered through an online questionnaire survey and was tallied using a Likert scale. After performing validity and reliability checks as well as classical assumption tests, the SPSS version 23 research tool was used to evaluate multiple linear regression, hypothesis testing, and coefficient of determination. According to online surveys, there were 0 millennial workers, with 0 dominating males accounting for 76 percent of the total, and 0 millennial female workers accounting for 23.9 percent. The results showed that job involvement and transformational leadership had a significant effect on the millennial performance of PT. Basirih Industrial, either partially or simultaneously. All hypotheses can be proved.

Increasing Career Satisfaction for Millennial Workers: The Mediating Role of Job Engagement

This research aims to analyze the mediating role of job engagement to increase career satisfaction for millennial workers. The ability of millennial workers to adapt a new situations is a very useful skill and must be considered by business people. This study also examined the role of digital mediated communication and spiritual work values as a determinant of job engagement. The method used was explanatory research with a quantitative approach. The respondents of this study comprised 150 lecturers aged 20 to 40 years old at Islamic Higher Education in Semarang. The respondents prioritized Islamic values with a minimum work period of 1 year. Data collection was carried out using a questionnaire via Google form. The sample used in this study were 150 lecturer respondents aged 20 until 40 years at Islamic Higher Education in Semarang who prioritized values with Islamic concepts with a minimum service period of 1 year. Data analysis used SmartPLStype 3.3. The results showed that digital mediated communication, spiritual work values, and job engagement have a positive and significant effect on career satisfaction. Meanwhile, digital mediated communication and spiritual work values have a positive significant indirect effect on career satisfaction through job engagement. It's mean, job engagement has the mediating role on career satisfaction.

Understanding Islamic Values in Meaning of Work for Millennial Generation

The millennial generation is a generation that cannot be separated from technology in their lives. Almost all of his daily activities require digital assistance. This makes the millennial generation have a different view of life from previous generations, including a view on the meaning of work. Significance of this work is associated with the spirituality of Islamic work that existed at the millennial generation. The purpose of this research is to explore the meaning of work on the millennial generation based on an Islamic perspective. The research was conducted using qualitative methods and purposive sampling. The sample of this study comprised 20 students of the final semester at Islamic University in Semarang, Indonesia. The data were collected through observation, interviews also documentation, and using thematic analysis. The results indicated that the millennial work to fulfill the needs of life, worship, and self-actualization. The millennial described their job as bonding with the work institutions. They also work following Islamic principles and pursue the goal of the hereafter. In the long run, the millennial consider work should have a comfortable environment, ease them to perform worship and provide adequate facilities.

VARIABEL ANTESEDEN INTENTION TO STAY PEKERJA MILENIAL DENGAN KERJA REMOTE DI JAKARTA SEKITARNYA

The millennial generation that dominates the workforce today has dynamic characteristics and high turnover intention. Job design that is autonomous and passion is considered to make millennial more sustainable in one company. This study was conducted to examine the antecedent effect of the intention to stay variable, namely task characteristics autonomy, passion, and job satisfaction with the intention to stay with 100 millennial remote workers in Jakarta as respondents. Data obtained from questionnaires distributed via g-form with purposive sampling method and convenience sampling technique. Data processing using SMART PLS 3.0 software with Bootstrapping analysis method. The results of this study prove that job satisfaction can increase intention to stay and is able to mediate the effect of passion and task characteristics autonomy on intention to stay. The results also prove that passion can significantly increase job satisfaction and intention to stay. Likewise, job characteristic autonomy has a significant effect on job satisfaction. Passion, job characteristic autonomy, job satisfaction are antecedents of variables that determine the intention to stay for millennial workers with remote work. Keywords: intention to stay, job satisfaction, task characteristic autonomy, passion, remote workers

Workplace affective well-being: gratitude and friendship in helping millennials to thrive at work

PurposeThe purpose of this paper is to examine the relationship between gratitude and workplace friendship with affective well-being (AWB) at work amongst millennial employees. Specifically, it details the mediating effect of workplace friendship in explaining the linkages between gratitude and AWB at work.Design/methodology/approachThis study used a sample of 272 millennial workers in this study. A survey invitation was sent out to all of the respondents through email. A 20-item job-related AWB (Van Katwyk et al., 2000) scale was used to measure AWB. Workplace friendship was measured using six-items of the workplace friendship scale (Nielsen et al., 2000) and gratitude was measured using McCullough et al.’s (2002) six-item gratitude questionnaire (GQ-6).FindingsThe study found that gratitude and workplace friendship enhanced workplace AWB among millennial workers. Workplace friendship functioned as a mediator, which delivered the effect from gratitude towards workplace AWB. Gratitude was found to positively predict workplace friendship and subsequently workplace friendship positively predicted workplace AWB.Practical implicationsNurturing positive feelings at work through excellent psychosocial resources and healthy work friendships would improve millennial workers well-being. Henceforth, encouraging millennial employees to cultivate workplace friendships, can help the manager to enhance millennial employees’ feeling of belongingness, and thus, promote better AWB.Originality/valueInvestment on employee’s human capital and values can be valuable resources to increase millennial employees’ performance at work. Millennial workers are a unique generation that put emphasis on the subjective experience. Hence, capitalising on their subjective experience can be one of the keys to better increase their well-being and performance at work.

The Role of Financial Burden in Nonprofit Sector Commitment

Evidence about millennial work motivations and the increasing importance of compensation questions the durability of the donative labor hypothesis in explaining nonprofit sector commitment. Nonprofit graduate education offers an employment pipeline into the sector, but what if the importance of compensation is partly driven by the financial burden accrued from education? Could it be that financial burden contributes to choices about work and commitment to the nonprofit sector? Using longitudinal data of nonprofit education alumni, we inquire about their sector commitment in light of the financial burden from their degree. Findings of this exploratory study offer a starting point for future research into how nonprofit education alumni view career opportunities in the nonprofit sector.

Employee engagement: Emerging insight of the millennial manufacturing workforce

AbstractMillennial workers are increasingly becoming the largest population of workers in the U.S. workforce (Carter & Walker III, 2018), and the manufacturing sector is the fifth most common employment sector for millennials (U.S. Census Bureau, 2015). Demographic shifts may alter employee values and beliefs, which can impact the need for performance and manufacturing leaders to discover the relationship between millennial views and employee engagement. This phenomenological study of millennial workers intended to discover what might impact employee engagement. This article describes five main themes that can have an impact on millennial engagement: acceptance, community, education, collaborative environment, and leadership.

The Role of Knowledge Sharing and Learning Orientation in Improving Innovative Work Behavior among Millennials in Indonesia

Millennials in Indonesia are now perceived as the main actor of the future generation in the country. As Indonesia is approaching the demographic benefit in 2030-2020, they are expected to innovate in all industrial sectors to support the nationwide development. The purpose of this study is to conduct a prediction on innovative work behavior based on knowledge sharing and learning orientation among millennial workers in Indonesia. This research was conducted under a quantitative approach with a questionnaire-based survey involving 246 millennial respondents working in several sectors. Using partial least square, the finding of this explanatory research implies that learning orientation does have no significant influence on innovative work behavior. However, knowledge sharing has a significant effect on innovative work behavior among Indonesian millennials at the workplace.

Job Autonomy, workload, job stress and Intention to Leave on Millennial: A Literature Review

This study aims to examine previous research to determine the effect of job autonomy and workload on the intention to leave mediated by job stress for millennial workers. This study applies various theories, namely the theory of Job Demand Resources (JDR), and Conservation of Resources (COR) to explain the relationship between variables. As a literature study article, this article contributes to developing a conceptual framework about intention to leave in the perspective of millennial workers. This article is important for management and further research considering that not many previous studies have used the theoretical framework of Job Demand Resources (JDR) and Conservation of Resources (COR) to test similar research models. This study has limitations in obtaining research that examines job autonomy, workload, job stress and intention to leave in the perspective of millennial workers. Nevertheless, this study brings up a new framework that illustrates the contribution of job autonomy, workload, and job stress to intention to leave.

Study examines factors that cause millennials to stay, or leave, the workplace in Thailand

PurposeThe author wanted to investigate the mediating effect of organizational identification on the relationship between person-organization fit and intention to stay as well as word-of-mouth referrals. The study also examines the role of perceived external prestige as a moderator of the relationship between organizational identification and intention to stay and word-of-mouth referrals.Design/methodology/approachHe tested four hypotheses on millennial employees from 13 manufacturing organizations within the Central Thailand Industrial Estates. Originally 3,900 questionnaires were distributed and there was a response rate of 69pc. In the end, 2,649 were usable and 80pc of the respondents were males. The majority (74pc) had been working for less than six years at the organization.FindingsThe study revealed that the more millennials feel compatible with their workplace, the more likely they are to feel a strong sense of identification with the company. This makes them more likely to reciprocate the good deeds of the organization by staying longer, and talking about their company with a positive attitude. The study also identified how the moderating factor of external prestige explained the extent to which employees who identify with the organization, intend to stay and make positive word-of-mouth recommendations referrals to contacts.Originality/valueIt was important to study the factors that caused millennials to stay because they generally have much shorter job tenures in Asia Pacific than workers from older generations. In highly competitive marketplaces attracting and retaining skilled millennial workers is crucial. Millennials are considered to be well-educated, skilled with technology, good at multi-tasking and self-confident.

Keeping millennials from quitting due to work stress: The roles of mattering, commitment and entrepreneurship orientation

Studies in pre-pandemic era had established that millennial workers tend to leave their job due to low organizational commitment or strong entrepreneurial orientation; however, the pandemic had brought down economy due to lockdowns, work stress and mental health instability, limitation of business hours, working from home policy, downsizing of companies, and many other changes. This situation might contribute to a novel situation among millennial employees and their turnover intention might be developed differently. Because mattering has protective feature against work stress and depression, we hypothesized that their it will negatively contribute to their turnover intention, and this contribution is mediated by the organizational commitment. Furthermore, we also hypothesized that this phenomenon would only occur in the condition of lower levels of entrepreneurial orientation. Data was collected from 354 purposively recruited millennial employees who responded to the scales of mattering, organizational commitment, entrepreneurial orientation and turnover intention through online surveys Analyses were conducted with Bootstrap Method in PROCESS Macro Model 10. The findings indicated that the moderated mediation occurred; organizational commitment fully mediated the link between mattering and turnover intention among participants with moderate and high levels of entrepreneurial orientation.

¿Qué hace feliz a los millennials en el trabajo? Evidencias desde el sector del entretenimiento en el norte de Chile

The study explores the determining attributes of job happiness in millennial workers generation of the north of Chile (Region of Coquimbo) a workforce marked by the irruption of information and communication technologies. Through the application of a multi-attribute compositional model, it is observed that interpersonal relationships with the boss and co-workers are determining factors, even more relevant (as a whole) than monetary and non-monetary remuneration. Also, there are significant differences in the valuation assigned to the types of remuneration according to gender. The need to innovate in motivational policies and corporate remuneration systems is emphasized in response to declared preferences.

BENEVOLENCE AND CONFORMITY: MILLENNIALS WORKERS’ BASIC VALUES

Values are essential in peoples’ lives, guiding individuals to think and take some actions. In the workplace, these values are closely related to people’s competence within their duties. As the future workforce generation, it is essential to capture the value possessed by the millennial generation. Therefore, this study investigates what millennials value most in their life. The data was collected using The Short Schwartz’s Value Survey to overview the intrinsic value that motivates people using a Likert scale (0-8). Ten values are measured: power, achievement, hedonism, stimulation, self-direction, universalism, benevolence, tradition, conformity, and security. This study involved millennial workers (N=123) who graduated varies from high school to postgraduate. Benevolence (47.97%) and conformity (47.15%) were considered fundamental values. Nevertheless, there are no differences in values between sex and years of service. Values of achievement (p=0.028) and self-direction (p=0.009) were found different between monthly salaries. Moreover, values of power (p=0.04) and conformity (p=0.03) were found between educational backgrounds. These findings imply significant differences in several values according to millennials’ income and educational background.