Millennial Workforce Research Articles

Employer Brand Knowledge (EBK), Sustainability Practices and Employer Attractiveness: A Perspective of Millennial Employees

Employer attractiveness is crucial in talent management as it helps attract, retain, and engage top talent, thereby ensuring a competitive edge and long-term organizational success. This study aims to determine the relationship between Employer Brand Knowledge (EBK) and various dimensions of sustainability practices on employer attractiveness, particularly among Millennial employees. A quantitative research method was employed, with 90 questionnaires collected from Millennial employees in a publicly listed company in Malaysia. The data was analyzed using SPSS version 25.0 to test the hypotheses. The findings reveal that only one dimension of EBK namely employer image has a significant positive relationship with employer attractiveness. Contrary to our expectations, none of the sustainability practices was found to be related to employer attractiveness. This study contributes to a deeper understanding of how EBK influences the perception of employer attractiveness as it not only broadens the theoretical understanding but also provides practical insights for employers seeking to improve their attractiveness to the Millennial workforce. It is also suggested that employers who are more familiar with employees, have a positive reputation, and maintain a strong image are more likely to be attractive to millennials. Implications and recommendations for future research are also discussed in the study.

Confucian leadership and millennial employee loyalty: The mediating role of supervisor–subordinate guanxi

Extensive research has been conducted to scrutinize employee loyalty, but scant attention has been directed toward understanding this phenomenon within the context of the millennial workforce in China. To address this research gap, in this study we investigated the association between Confucian leadership and employee loyalty among millennials in China, incorporating the mediating role of supervisor–subordinate guanxi in this relationship. Participants were 250 employees of 15 firms, who completed a self-administered survey. We found a positive relationship between Confucian leadership and millennial employee loyalty. Moreover, supervisor–subordinate guanxi was a significant and partial mediator of this relationship. These findings suggest that it is important to adopt Confucian leadership as well as building quality supervisor–subordinate guanxi when enhancing millennial employee loyalty.

Ambidextrous Leadership: Mitigating Turnover Intentions in Millennial Workforce

Introduction/Main Objectives: This study aims to decrease the intention of millennial employees to leave startup companies in Indonesia through the roles of Ambidextrous Leadership, Work-Life Balance, Career Development, and job satisfaction. Background Problems: The startup industry in Indonesia is rapidly growing alongside advancements in information and communication technology, yet still faces high turnover rates. Novelty: The uniqueness of this research lies in its focus on Ambidextrous Leadership, which combines exploration, exploitation, and flexibility, aligning well with the millennial generation's penchant for change and the development of new ideas in startup companies. Research Methods: This research adopts a quantitative method with a causal research design. A sample of 300 respondents is chosen through the snowball sampling technique. Data analysis involves utilizing SEM-PLS to examine the research hypotheses. Finding/Results: In the context of startup companies, Ambidextrous Leadership, Work-Life Balance, and Career Development play crucial roles in enhancing job satisfaction and reducing employee Turnover Intention. Conclusion: The managerial implication is that startup company leaders need to adopt an Ambidextrous Leadership approach, prioritize Work-Life Balance, and provide clear Career Development opportunities to retain talent and improve employee satisfaction.

Organizational Commitment of the Millennial Generation Workforce in Indonesian Higher Education: Systematic Literature Review

This paper aims to offer a thorough review of research on the factors influencing organizational commitment among the millennial workforce in Indonesian higher education. The review specifically addresses the key questions of identifying the main factors affecting organizational commitment in the millennial workforce in Indonesian higher education and examining how knowledge sharing relates to organizational commitment among these millennial employees. The criteria for selecting the 50 research articles included a requirement that they be peer-reviewed and published in either English or Indonesian. Exclusion criteria were applied to filter out non-peer-reviewed sources and articles not focused on the specified demographic. The articles were sourced from electronic scientific databases, including Google Scholar, Scopus, and Web of Science, using search terms such as "organizational commitment," "millennial workforce," "Indonesian higher education," and "knowledge sharing." The review process involved a systematic analysis of the articles to assess their relevance and quality. Criteria for assessment included the robustness of the research methodology, the significance of the findings, and their contribution to understanding organizational commitment and knowledge sharing. Empirical evidence from the review highlights specific aspects of organizational commitment linked to knowledge sharing, such as the influence of leadership styles, workplace culture, and individual motivation. The paper presents a conceptual framework connecting organizational commitment and knowledge sharing, providing a basis for further research in this field. The findings underscore the need for more research on the impact of organizational commitment on knowledge sharing, particularly within the higher education sector. Enhancing organizational commitment is crucial for fostering knowledge sharing behavior and workplace spirituality, which can lead to improved effectiveness and performance in universities.

Machiavellianism in the Millennial Workforce: Unpacking the Relationships between Work Environment, Engagement, Innovation, and Turnover Intentions

Machiavellianism in the Millennial Workforce: Unpacking the Relationships between Work Environment, Engagement, Innovation, and Turnover Intentions

Influence of Transformational Leadership on Millennial Workforce Engagement in Compliant International NGOs in Kenya

Influence of Transformational Leadership on Millennial Workforce Engagement in Compliant International NGOs in Kenya

Analysis of Unemployment Policy Program in Bonebolango District

This study aims to analyze the unemployment policy program by the Regional Government of Bone Bolango Regency. The research method used is a descriptive qualitative approach. Data collection techniques include in-depth interviews and focus group discussions (FGDs) with experts and practitioners. The results illustrate that unemployment policy programs implemented by the local government of Bone Bolango Regency, including the WUB (New Entrepreneur), TKM (Millennial Workforce), and KUP (Productive Business Group) programs, have not been fully implemented optimally. In the process of implementing the unemployment policy program by the local government of Bone Bolango Regency, several stages of policy program implementation have not been optimally carried out including the relevance of the policy program, consideration of policy formulation, policy implementation, and policy outputs and outcomes.
 Keywords: policy program, unemployment

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.

Transformational Leadership, Soft HR Approach, and Millennial Workforce Engagement in International NGOs in Nairobi, Kenya

Engagement of the Millennial Workforce is a significant focus within the workplace. Their shared values and attitudes, influenced by similar social and economic circumstances, are of ongoing scholarly interest. Extant research indicates concerning levels of disengagement among Millennials in the workforce, with many open to new job opportunities due to intolerance for conflicts and ambiguity, despite demonstrating the ability to delve deep into issues. The current study aimed to investigate the issue of Millennial Workforce engagement within Kenya’s international non-governmental organization (INGO) sector as a leadership issue by examining the interaction between transformational leadership, soft HR management, and Millennial Workforce engagement. The study was anchored on McGregor’s Theory Y. The research was a cross-sectional survey involving a purposive sample of 384 Millennials drawn from 32 selected INGOs with physical presence in Nairobi. Data was collected using Multifactor Leadership Questionnaire, researcher-developed Soft HR scale, and the Utrecht Work Engagement Scale. The data was subjected to mediator analysis following a four-step process using the Statistical Package for the Social Sciences. The analysis demonstrated partial mediation, thus confirming the role of a soft HR approach as an intermediary in the connection between leadership and engagement. Creating a workplace environment that values Millennial’s input and participation is essential for driving their engagement. By providing forums for expression, listening to and acting on feedback, and involving them in decision-making processes, organizations can cultivate a culture of inclusivity, trust, and collaboration that keeps them highly engaged.

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

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

Workforce sustainability and quality of service in accredited hospitals in India: Mediating role of job engagement

The healthcare industry in India has witnessed remarkable growth and transformation in recent years, with a burgeoning demand for quality healthcare services. The sustainability of the healthcare workforce and the service quality of accredited hospitals are critical factors that significantly influence the overall healthcare system in India. This study aims to investigate the relationship between workforce sustainability, quality of healthcare service, and job engagement within the context of accredited hospitals in India. A descriptive research design is employed, and a structured questionnaire is used to gather primary data from the doctors and nurses as they have more burnout intentions at the workplace. The sample size of the study is 384 respondents: 86.2% are doctors and 13.8% are nurses. The study results reveal that unmarried doctors and nurses exhibit greater sustainability (with a score of 3.7767). Similarly, the millennial workforce demonstrates higher sustainability (scoring 3.8106) than the Gen X cohort (scoring 3.7775). Notably, doctors exhibit greater sustainability in the workplace (scoring 3.7772) when contrasted with nurses (scoring 3.6061). Job engagement varies with the annual income. The female workforce holds more favorable perceptions regarding the quality of healthcare service (scoring 3.8583). The study found that workforce sustainability, quality of healthcare service, and job engagement are positively correlated. Further, the study revealed that workforce sustainability positively and significantly impacts service quality in hospitals (22.4%), and job engagement mediates the workforce sustainability and quality of healthcare services.

Pengaruh Talent Management dan Knowledge Management Terhadap Employee Retention pada Millennials Workforce yang di Moderasi oleh Employee Engagement

Human Resources (HR) is a strategic element of an organization to achieve its mission, where HR plays a role as a reference point in determining policies that align with the organization's goals. The aim of this research is to determine whether talent management and knowledge management have a partial effect on employee retention in the millennial workforce and to examine whether employee engagement can moderate the relationship between talent management and knowledge management on employee retention in the millennial workforce. The sampling technique employed the Lemeshow method, resulting in a sample of 96 individuals. The study focused on a dynamic, boundaryless, digitally connected workforce that eschews conventional boundaries, namely the millennial workforce. The data used consisted of both primary and secondary data, collected through Likert scale questionnaires. Data analysis was conducted using the Multiple Regression Analysis approach. The research findings indicate that talent management does not have an impact on employee retention, while knowledge management does have an impact on employee retention. Employee engagement is found to moderate the relationship between talent management, knowledge management, and employee retention.

Millennial workforce perception of the workplace: COVID-19 and after: A qualitative study

The COVID-19 situation has adversely affected society and companies worldwide in many unforeseen and unpredictable ways, and the Millennial workforce has experienced the volatile pandemic phase. Millennial workforce psychology has been stereotyped over the years as a digitally proficient generation aiming for flexibility and the proverbial rebel who wants things according to their unique ways in the workplace. The research examined the Millennial workforce’s perceptions before, particularly during, and after the COVID-19 pandemic. The research highlights how the familiar viewpoints concerning the workers’ generation are gradually changing, especially during the post COVID-19 phase. Semi-structured interviews were conducted with Millennial employees. It was found that the Millennials are a more mature, resilient, and engaged workforce that seeks stability during contingent times.

Financial Literacy in the Millenial Workforce Padang

Financial management behavior millenial workforce Kota Padang is still relatively low. The lack of ability to set aside some of his income for savings and also the low ability to make budgets and expenditures are the causes. The purpose of the study was to analyze the effect of Financial Literacy on the Financial Management Behavior of millennial workforce Padang. Type of quantitative research with causative research design. Primary data was obtained through the distribution of online questionnaires using google form to research samples. The sampling technique uses purposive sampling techniques and with the slovin formula gets a sample of 100 respondents. The data were analyzed using multiple linear regression analysis with the help of the SPSS 26 program. The results revealed that Financial Literacy has a positive and significant effect on the Financial Management Behavior of millennial workforce Padang. If someone has a high level of financial literacy, Financial Management Behavior will also be high.

Coping strategies mediating the effects of job insecurity on subjective well-being, leading to presenteeism: an empirical study

Coping strategies mediating the effects of job insecurity on subjective well-being, leading to presenteeism: an empirical study

Exploring Factors Influencing Generation Y Employees’ Turnover Intention in Indonesia: The Roles of Co-worker Support, Supervisor Support and Career Development

The emergence of Generation Y, which dominates the workforce due to population shift, brings awareness to businesses and organizations to be prepared and build a strategy to engage the Millennial workforce and reduce the high turnover rate that led to company loss. Turnover intention is the best predictor for observing an early indication of employee turnover. Therefore, leaders and organizations must explore and gain more information on generation Y employees' expectations in the workplace and how to fulfill them to reduce their turnover intention. This study used a phenomenological approach to acquire an in-depth understanding of Generation Y employees' expectations and perspective towards the organization and how it influences turnover intention. The results revealed that most Generation Y employees agreed that co-workers' support (emotional and instrumental) and interpersonal relationship play an essential role in their work life. Although, few others believed these factors needed to be more influential to affect their commitment to the organization. Unanimously, all Generation Y employees also agreed that supervisor support and career development opportunities played crucial roles in their career journey. They believed that the organization should facilitate them with mentorship to deliver supervisor support, learning opportunities, and career path plan to ensure their career progression within the workplace. Businesses and organizations need to have policies and facilitation which fulfill all these expectations and provide them with a reason to stay loyal and oblige to higher commitment in return for all the support given by the company.

Business Model Strategies to Built A Sustainable Economy for Agrotourism at Coffee Farming in Kopi Warga Study Case: Terminal

Millennial employees had a higher turnover intention is increasing lately and it creates a bigger problem in the job industry, A recent study shows, that most Millennials are assigned to work just to fulfill pressure from their inner circle, so they chose to bury their dreams. The establishment of Terminal is offered to abridged this current problem. Most of the turnover occurs in the company affected by the millennial workforce who feel dissatisfied with their own work, or else the reversed expectation. Terminal will people with an early career stage, currently called as fresh graduates to help them find a perfect career path with the enhanced activities exploration. one of the key activities that will be tested is in Gunung Wayang, this research aims for determining the most critical and important factor impacting the acceptance of the business strategy in Agrotourism in Gunung Wayang towards terminal and execute design to be implemented for Terminal in Agrotourism in Gunung Wayang to help the agrotourism develop better in the future the research method that is used in this study is using Qualitative data analysis, through the use of an observation method such as a case study and semi-structured interview. Finally, data analysis was performed gathered data such as taped video, and audio were analyzed and coded respectively, it was used for data analysis primarily for qualitative research, and triangulation to ensure the validity and reliability of the gathered data. The correlation between the TPB and the semi structured interview that has been conducted is ruled by the positive tendencies which resulted on the both three variables the attitude towards behavior, subjective norm and the perceived behavioral control for the percentage respectively 58.3%75% and 75%. The rest of the result it is dominated by the neutral tendencies which is giving a results in the variable attitude towards behavior for 41.7%, subjective norm 12.5% and the perceived behavioral control 25% and lastly it is the negative tendencies which is resulting on the last position for one votes or 12.5% in the subjective norm variable only according to the research that has been done variables in TPB such as attitude towards behavior and perceived behavioral control give a positive tendencies towards respective subject on determining the most critical and important factor on determining business strategy creation for Terminal. In the following years, it is expected that there will be a comprehensive curriculum and structured timeline in the project execution.

Employee Engagement and Innovative Work Behavior Among Chinese Millennials: Mediating and Moderating Role of Work-Life Balance and Psychological Empowerment.

Given the ever-changing business environment, organizations are forced to consider innovation as an essential prerequisite to enhance their efficiency, productivity, and sustainability. In this regard, organizations pay increased attention to enhancing employees' engagement (EE) and stimulating their innovative work behaviors (IWBs). Research emphasizes the importance of employees' IWBs in achieving competitive advantages and organizational sustainability. In this research, we address the question of whether employee engagement leads to stimulating IWBs of the Chinese millennial workforce in service industries. In addition, we explore the potential mediating effect of work-life balance (WLB) and the moderating influence of psychological empowerment (PE) on the relationship between EE and IWBs. Self-administered questionnaires were used to collect data from 372 Chinese senior employees working in the IT, trade, real estate, financial, and telecommunication industries. Our empirical findings showed that highly engaged employees are most likely to exhibit IWBs and maintain a WLB. In addition, the relationship between EE and IWB was partially mediated by WLB. Moreover, the interaction between EE and PE was found to strengthen employees' IWBs. Our study contributes to understanding the importance of EE as an essential prerequisite for millennials' IWBs and provides new insights for service organizations to encourage employees' IWBs. This study contributes to the human resource management field by offering valuable implications vis-à-vis how service organizations operating in a turbulent business environment stimulate the IWBs of their millennial workforce.

Effect of transformational behavior on millennial job satisfaction

Leaders are responsible for empowering and driving employees to succeed in challenging times or changes and, ultimately, achieve the best results. One of the biggest dilemmas in today’s leaders’ agenda is to understand how to manage a diverse multigenerational workforce in which millennials represent a predominant group by far, being completely different from previous generations due to the technology impact. The aim of the paper is to identify which leadership style and behavior affects most positively millennial job satisfaction in a multinational environment, and to understand the differences between millennials and non-millennials. The Multifactor Leadership Questionnaire, known as the MLQ, was answered by 167 representative employees from various multinational corporations, 125 of whom are millennials. Based on the results, transformational style is strongly correlated with and positively affected by millennial job satisfaction. Moreover, transformational style is a significant predictor of increased millennial satisfaction, and more specifically, idealized attributes and intellectual stimulation are behaviors that have been validated to increase it. On the other hand, individual consideration has been proven to have a productive effect by increasing non-millennial job satisfaction. According to the findings, millennial workforce leaders need to move towards a more transformational style, based on more idealized attributes and an intellectual stimulation approach, if they want to increase their satisfaction and avoid unwanted attrition. Basically, millennials are searching for leaders who trust and embrace innovation, creativity, critical thinking and, most importantly, leaders who also question the status quo.

Work-related stress and employee engagement among millennial workforce in the new normal

Work-related stress and employee engagement among millennial workforce in the new normal