Managing multi-generation employees at work: understanding inter-generational employee differences with big-five models and their effects on job stress

Haryokusumo, Diaz; Wibowo, Bambang Setia

doi:10.14710/dijb.2.1.2019.1-9

Cited by 2 publications

(2 citation statements)

References 23 publications

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“…Hasil analisis menunjukkan tidak ada efek dari perbedaan usia terhadap kepuasan kerja saat WFH. Simpulan ini mendukung hasil penelitian Haryokusumo dan Wibowo (2019) mengenai pengelolaan karyawan multigenerasi di tempat bekerja melalui pendekatan Big Five Models dan efeknya terhadap stres dalam pekerjaan yang menunjukkan hasil bahwa tidak adanya perbedaan sehubungan dengan faktor kerja dan nilai kerja pada generasi X dan Y (Haryokusumo & Wibowo, 2019).…”

Section: Gambar 2 Karakteristik Respondenunclassified

Pengaruh Personal Traits Pegawai Terhadap Kepuasan Kerja Work From Home (Wfh) Saat Pandemi Covid-19

Tinekaningrum

Wibowo²,

Mulyani³

2021

Sostek

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Social Distancing has been imposed almost in all countries affected by Covid-19 including Indonesia, causing almost allcompanies to urge their employees to work from home (WFH). Teleworking in pandemic conditions is not a person’s choice, but a compulsion. This research is aimed at finding the relationship between personal traits and job satisfaction towards WFH. This study employed the big five personality and demography variables such as sex, age, ranks, and duration of work as control variables. This research uses a quantitative method, through a survey of 129 administration staff (Tendik) at the Institut Teknologi Bandung (Bandung Institute of Technology). The results of this study have demonstrated that there is a positive influence from the personal traits toward job satisfaction in WFH. Another finding is there is a negative influence from the rank of workers toward their job satisfaction in WFH setting, while other demography variables such as sex, age, and work duration have not significantly predicted job satisfaction towards WFH. Technological and cultural aspects of workspace communication are further discussed as a contributing factor that is not directly measured in this research.

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Section: Gambar 2 Karakteristik Respondenunclassified

Pengaruh Personal Traits Pegawai Terhadap Kepuasan Kerja Work From Home (Wfh) Saat Pandemi Covid-19

Tinekaningrum

Wibowo²,

Mulyani³

2021

Sostek

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“…Research from Venida (2022) obtained the results that work values influence performance, work attitude also influences performance, and generational differences moderate the relationship between work values and performance. However, several research results are inversely proportional to the benefits arising from generational factors having different work values (Cennamo & Gardner, 2008;Haryokusumo & Wibowo, 2019).…”

Section: Introductionmentioning

confidence: 99%

Generational Differences: The Role of Attitudes and Work Values on Performance in Department of Health and Civil Registration Service of East Nusa Tenggara Province

Adrianus,

Watu,

Lopes Amaral

2023

J. Bina Praja

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This study aims to explore the relationship between work values, work attitude, leadership style, and job performance from two generations, namely Gen X and Gen Y, in the Department of Health, Population and Civil Registration of East Nusa Tenggara Province. The sampling technique used convenience sampling through Google Forms and then sent to each employee. The population and sample in this study were 168 people, including 72 people from Generation X with birth years 1965-1980 and 96 people from Generation Y with birth years 1981-2001. Based on this number, only 124 questionnaires were filled out and returned to researchers, of which Generation X was 46 and Generation Y was 78. This study showed different results for the two generations; Gen Six hypotheses were accepted. Two hypotheses were rejected, including work values affecting work attitude but not on job performance, work attitude affecting job performance, and leadership style affecting work values but not job performance. Work attitude can mediate between work value and job performance; work values can mediate the influence between leadership style and work attitude and job performance. In Generation Y, six hypotheses were accepted, and two hypotheses were rejected, including work values influencing work attitude and job performance, work attitude does not influence job performance, and leadership style influencing work values and job performance. Apart from that, work attitude is not able to mediate between work value and job performance; work value can mediate the influence between leadership style and work attitude and job performance.

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Managing multi-generation employees at work: understanding inter-generational employee differences with big-five models and their effects on job stress

Cited by 2 publications

References 23 publications

Pengaruh Personal Traits Pegawai Terhadap Kepuasan Kerja Work From Home (Wfh) Saat Pandemi Covid-19

Pengaruh Personal Traits Pegawai Terhadap Kepuasan Kerja Work From Home (Wfh) Saat Pandemi Covid-19

Generational Differences: The Role of Attitudes and Work Values on Performance in Department of Health and Civil Registration Service of East Nusa Tenggara Province

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