Effects Reliability, Tangible, Assurance, Responsiveness to Performance HR through Digital Service Quality in Batam Government

Nurhatisyah,; Yanti, Sri; Faizah, Ana Khusnul; Dewi, Nolla Puspita; Wibisono, Chablullah

doi:10.37200/ijpr/v24i3/pr200898

Cited by 1 publication

(5 citation statements)

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“…In this case, millennial employees do not doubt their abilities (Fantahun et al, 2023). However, Internet Service Provider (ISP) companies, as a company engaged in the field of Internet connection service companies also really need employees who are highly committed, hardworking, competent, personal value, energetic, productive, innovative and full of commitment, as well as solid teamwork to achieve the target level of work planned by the company (Nurhatisyah et al, 2020).…”

Section: Performance Of Millennial Employeementioning

confidence: 99%

“…The gap exists in Batam City-based ISP businesses, where millennials comprise more than 84.8% of the workforce (Nurhatisyah et al, 2020). As a result, the ISP company deals with employees from the millennial age, which currently dominates the workplace and is known for being disloyal or having low company loyalty.…”

Section: Performance Of Millennial Employeementioning

confidence: 99%

“…Along with the development of digital technology and the Internet, which is increasingly advanced, it will affect "continued commitment, task competence, professional competence and personal value," this will affect job satisfaction and the resulting performance (Valaei and Rezaei, 2016). Human resources have always been the main point in the company (Nurhatisyah et al, 2020). Based on several previous studies, Yang and Hwang (2014) found that job satisfaction and performance have a positive impact.…”

Section: Performance Of Millennial Employeementioning

confidence: 99%

“…Continuity commitment is the individual's desire to survive and leave the company hard (Al-Jabari and Ghazzawi, 2019). It is based on a person's concern about losing something obtained so far within the organization, such as salary, facilities and others (Nurhatisyah et al, 2020). It is defined as the desire to remain a member of the organization because of awareness of the costs associated with leaving it.…”

Section: Introductionmentioning

confidence: 99%

“…The gap exists in Batam City-based ISP businesses, where millennials comprise more than 84.8% of the workforce (Nurhatisyah et al. , 2020).…”

Section: Introductionmentioning

confidence: 99%

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PurposeThis study aims to test and analyze the effect of continuous commitment, task complexity, competence and personal value on employee performance millennial intervening job satisfaction.Design/methodology/approachThis research method is quantitative with a sequential explanatory design, then data collection through a questionnaire, with a sample of 205 respondents—data analysis using Structural Equation Model (SEM) with the software Linear Structural Relationship (LISREL).FindingsThe results of research on the performance of millennial employees with intervening work satisfaction showed that continuous commitment (2.49), task complexity (2.74) and professional competence (2.0) had a significant effect. This means that the performance of millennial employees will increase if they get job satisfaction. With satisfaction, the commitment and competence of millennial employees are high. While the research results for the performance of millennial employees have a direct influence, only professional competence (2.27) and task complexity (4.06) are significant. This means that as high as professional competence is characterized by intellectual, emotional mood and attitude, owned by millennial employees, the resulting performance is increased even with complex tasks.Research limitations/implicationsThe findings of this study have significance for enhancing organizational performance so that businesses can maximize the performance of millennial employees by paying attention to job satisfaction, professional competence and personal values.Originality/valueThis research's contribution to millennial workers is to help them improve and develop their performance, allowing them to compete more effectively. The findings of this study have significance for enhancing organizational performance so that businesses can maximize the performance of millennial employees by paying attention to job satisfaction, professional competence and personal values.

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Section: Performance Of Millennial Employeementioning

confidence: 99%

Section: Performance Of Millennial Employeementioning

confidence: 99%